 |
브레이크뉴스 문홍철 기자= 기업 10곳 중 4곳이 올 하반기 인턴을 채용할 계획인 것으로 나타났다.
12일 사람인에 따르면 기업 214곳을 대상으로 ‘2025 하반기 인턴 채용 계획’을 조사한 결과, 36.4%가 ‘채용 계획이 있다’고 답했다.
하반기에 인턴을 채용하려는 이유는 ‘인력이 부족해서’(55.1%)라는 응답이 가장 많았다. 이어 ‘검증 후 정규직으로 채용하기 위해서’(41%), ‘우수 인재를 선점하기 위해서’(32.1%), ‘정부 지원을 받기 위해서’(11.5%), ‘일자리 창출에 동참하기 위해서’(11.5%) 등이었다.
채용하려는 인턴 형태는 ‘정규직 채용 연계형’(62.8%), ‘정규직 채용형, 기간제 체험형 모두’(30.8%), ‘기간제 체험형’(6.4%)의 순으로, 93.4%가 정규직 채용 연계형 인턴을 뽑을 계획인 것으로 나타났다.
이 때, 계획 중인 올해 하반기 인턴의 최대 정규직 전환 비율은 평균 58.6%로 집계됐다. 또한, 기간제 체험형 인턴 수료자에 대해서는 추후 정규직 지원 시 ‘가산점 부여’(62.1%), ‘서류 전형 면제’(44.8%), ‘1차 면접 전형 면제’(31%), ‘인적성 전형 면제’(24.1%) 등의 혜택을 부여할 계획이었다.
올 하반기에 인턴을 뽑는 기업들은 평균 2.6명을 채용할 것으로 집계됐다. 인턴 채용을 시작하는 시기는 ‘6월’(48.5%), ‘7월’(18.1%), ‘8월’(16.7%), ‘9월’(12.8%), ‘10월’(10.3%) 순으로, 대부분 방학 기간인 6~8월 중 채용을 진행하는 것으로 조사됐다.
인턴들의 정해진 근무 기간은 평균 3.4개월이었으며, 월 급여는 평균 236만원으로 조사됐다.
인턴을 뽑고자 하는 직무 분야는 ‘제조/생산’(26.9%)이 가장 많았다. 계속해서 ‘영업/영업관리’(20.5%), ‘마케팅’(14.1%), ‘전문직’(12.8%), ‘연구개발’(11.5%), ‘서비스’(10.3%), ‘구매/자재’(10.3%), ‘디자인’(9%), ‘기획/전략’(9%), ‘IT/개발’(7.7%), ‘인사/총무’(7.7%) 등이었다.
인턴 채용 시 서류전형에서 중요하게 평가하는 기준은 ‘직무 경험’(66.8%), ‘전공’(41.1%), ‘자격증’(27.1%), ‘거주지역’(20.6%), ‘OA능력’(12.1%), ‘최종학력’(11.2%), ‘교육 이수 내역’(9.3%) 등이었다. 현업에 빠르게 적응할 수 있도록 직무 적합성이 높은 인재를 우선 선발하겠다는 기조로 풀이된다.
그러나 면접과 정규직 전환 시 평가 요소는 직무 적합성뿐 아니라 성실성이나 태도, 조직 적응력 같이 인성적인 측면도 중요하게 평가하고 있었다.
실제, 면접전형의 주요 평가 요소는 ‘성실성’이 66.4%로 1위였다. 이어 ‘직무 적합성’(57.5%), ‘실무 경험’(39.7%), ‘조직 적응력’(34.6%), ‘열정과 도전정신’(27.1%), ‘커뮤니케이션능력’(23.4%) 등이었다.
정규직 전환 시 평가 요소도 ‘태도 및 성실성’(59.3%), ‘업무 역량’(58.4%), ‘직무 적합성’(41.1%), ‘조직 적응력’(36.9%), ‘성장 가능성과 잠재력’(35%), ‘업무 습득 속도’(33.2%) 순이었다.
break9874@naver.com
*아래는 위 기사를 '구글 번역'으로 번역한 영문 기사의 [전문]입니다. 구글번역'은 이해도 높이기를 위해 노력하고 있습니다. 영문 번역에 오류가 있을 수 있음을 전제로 합니다.<*The following is [the full text] of the English article translated by 'Google Translate'. 'Google Translate' is working hard to improve understanding. It is assumed that there may be errors in the English translation.>
36.4% of companies are hiring interns in the second half of this year.. Concentrated during the vacation period from June to August
It was revealed that 4 out of 10 companies plan to hire interns in the second half of this year.
According to Saramin on the 12th, when 214 companies were surveyed on their ‘2025 second half intern hiring plans’, 36.4% responded that they ‘have hiring plans’.
The most common reason for hiring interns in the second half of the year was ‘because there is a shortage of manpower’ (55.1%). This was followed by ‘to hire as regular employees after verification’ (41%), ‘to secure excellent talent’ (32.1%), ‘to receive government support’ (11.5%), and ‘to participate in job creation’ (11.5%).
The types of interns they plan to hire are ‘regular employment-linked’ (62.8%), ‘regular employment and temporary experience-type both’ (30.8%), and ‘temporary experience-type’ (6.4%), with 93.4% planning to hire regular employment-linked interns.
At this time, the maximum conversion rate of interns planned for the second half of this year was calculated to be 58.6% on average. In addition, for temporary experience-type interns who complete the program, they planned to provide benefits such as ‘additional points’ (62.1%), ‘exemption from document screening’ (44.8%), ‘exemption from first interview screening’ (31%), and ‘exemption from personality screening’ (24.1%) when applying for regular positions.
It was calculated that companies hiring interns in the second half of this year will hire an average of 2.6 people. The period when interns are hired is in the order of ‘June’ (48.5%), ‘July’ (18.1%), ‘August’ (16.7%), ‘September’ (12.8%), and ‘October’ (10.3%), and it was found that most of them are hired during the vacation period from June to August.
The average fixed working period for interns was 3.4 months, and the average monthly salary was found to be 2.36 million won.
The most popular job field for hiring interns was ‘manufacturing/production’ (26.9%). The categories continued to be ‘Sales/Sales Management’ (20.5%), ‘Marketing’ (14.1%), ‘Professional’ (12.8%), ‘Research and Development’ (11.5%), ‘Service’ (10.3%), ‘Purchasing/Materials’ (10.3%), ‘Design’ (9%), ‘Planning/Strategy’ (9%), ‘IT/Development’ (7.7%), and ‘Human Resources/General Affairs’ (7.7%).
The criteria that are evaluated most importantly in the document screening for hiring interns were ‘Work Experience’ (66.8%), ‘Major’ (41.1%), ‘Certificate’ (27.1%), ‘Residence’ (20.6%), ‘OA Skills’ (12.1%), ‘Highest Level of Education’ (11.2%), and ‘Education Completion History’ (9.3%). This can be interpreted as a keynote to give priority to selecting talents with high job suitability so that they can quickly adapt to the field.
However, the evaluation factors for interviews and conversion to regular employment were not only job suitability, but also personality aspects such as sincerity, attitude, and organizational adaptability.
In fact, the main evaluation factor for interviews was ‘sincerity’, which ranked first at 66.4%. This was followed by ‘job suitability’ (57.5%), ‘practical experience’ (39.7%), ‘organizational adaptability’ (34.6%), ‘passion and challenging spirit’ (27.1%), and ‘communication skills’ (23.4%).
The evaluation factors for conversion to regular employment were also ‘attitude and sincerity’ (59.3%), ‘work capacity’ (58.4%), ‘job suitability’ (41.1%), ‘organizational adaptability’ (36.9%), ‘growth potential and potential’ (35%), and ‘job acquisition speed’ (33.2%).
