New-hire recruitment platform Jasoseol.com said on the 11th it will unveil "foolproof strategies for passing self-introduction letters" for job seekers preparing for the 2025 second-half open recruitment season.
Jasoseol.com conducted this strategy analysis for job seekers who feel at a loss preparing for the document screening stage, the first gateway to employment during the second-half open recruitment season. Through this, it aims to provide practical information and help to job seekers.
The analysis reviewed self-introduction questions from the first-half open recruitment of 50 major corporations this year and selected the top three most frequent questions. Along with this, it presented the hidden intent of each question and strategies to pass, together with "Notes on corporate life," a 13-year veteran at a large company who is currently working as a success-coach career consultant at Jasoseol.com.
According to Jasoseol.com's analysis, the most frequent item in corporations' self-introduction letters was the applicant's "job competencies and expertise (86%)." No. 2 was "motivation for applying and aspirations after joining (76%)," and No. 3 was "fit with corporate values and ideal talent (46%)." "Challenge experience (41%)" and "problem-solving experience (38%)" also followed with high frequency.
Jasoseol.com proposed the "DCP (Define, Connect, Prove)" method as a strategy to effectively demonstrate an applicant's job competencies. When writing the body, clearly define the core competencies of the role (Define), select and connect the experience that best matches those competencies (Connect), and present concrete results obtained to prove the competencies (Prove). For example, for an HR role, first define the importance of communication skills, then cite an experience mediating conflicting opinions and highlight the outcome of successfully completing the project.
The "motivation for applying and aspirations after joining" question is intended to verify the applicant's sincerity and growth potential after joining. This question should be tackled from the "3C" perspective. Organically connect how the applicant can contribute (Contribution) with their competencies, the reason for applying to the company (Company), and the growth plan after joining (Career). Through this, the composition should prove that the applicant's growth and the company's goals are aligned.
"Fit with corporate values and ideal talent" is an important item to assess what corporations now prioritize: "culture fit" and "value fit." Corporations ask about this to select applicants by predicting, from a long-term perspective, not only job capability but also whether they fit the organization's culture and values. Accordingly, applicants should approach with a strategy that organically connects their past experiences that align with the corporation's culture and core values to appeal that they are a good fit for the corporation.
Jasoseol.com analyzed that the open recruitment market has recently been shifting to a job-centered approach. It said more corporations are conducting qualitative evaluations that verify job fit through applicants' experiences rather than quantitative evaluations such as specs. For this reason, it emphasized that strategic writing that penetrates the intent of each question and logically reconstructs one's experiences is important.