| Paik Ji-won |
South Korea is in desperate need to obtain foreign talent. Its birthrate is at a record-low 0.98, the population is expected decrease by 500,000 by the year 2050, and the decline is expected to continue.
A smaller population equals a smaller workforce, which results in the decline of labor supply and the hindering of the overall development of the country. To ensure sustainable growth, Korea must make up for the human resources vacuum by attracting foreign workers.
It is especially important for foreign professionals to be recruited. The advent and rapid progress of the Fourth Industrial Revolution has created demand for skillsets in IT technology and its management. Acquiring workers from various backgrounds who can positively contribute to the new industrial wave is necessary for Korea to maintain and enhance its competitive edge in the status quo.
The Korean government has been implementing policies regarding this matter since 2015. Past efforts include a points-based immigration system where the eligibility to immigrate is determined by factors such as education and Korean language skills, and the D-2A Visa which is available to foreign scholarship students.
It seems, however, that these attempts are ineffective. While the number of foreign workers living in Korea has increased exponentially from 1.4 million in 2011 to 2.37 million in 2018, the number of skilled foreign workers has decreased from 48,000 to 47,000 over the same period.
Why, despite the efforts, did Korea fail to attract them? What needs to be changed?
Being an international studies major and having studied in Singapore has given me the invaluable opportunity to get to know international students who are residing in or are interested in Korea. I was surprised to find that almost none plan to stay, and their comments revealed the answer the questions above. To international students, Korea is a means ― a bachelor's degree or the chance to experience the bubblegum-pink entertainment industry ― but not at all an end.
Jeff (assumed name) is Korean but speaks Korean as his third language since he had lived his entire life in Guatemala.
He says he's only "in Korea for the bachelor's" and plans to leave after graduating. Even though he receives a scholarship here, the reason behind this decision is cultural difference. He has received countless culture shocks during his stay for the past three years, ranging from honorifics to the "no talking to strangers" norm, and the looks of incredulity he receives when he acts "out-of-place."
He says that he lacks information about Korean culture but has no way to obtain it. For this reason, Korea is neither a place Jeff wants to stay in, nor a place to recommend to his foreign friends.
Chris was the programs manager for the National University of Singapore's Korean Culture Interest Group during my exchange student semester there.
Although he loves Korean culture and had already spent a semester at Korea University, he's unwilling to work in Korea because of the homesickness, loneliness, and lack of information regarding job offerings he knows he will face in reality.
"Korea is great," he says, "but the downsides far outweigh the upsides of working there."
Jeff's negative reflection of his experience in Korea and Chris's reluctance to work here shows that skilled foreign workers not only need incentives but also an anchor to keep them here. The anchor is deeper and more fundamental than visas and scholarships; they are long-term policies regarding culture and accessibility.
The Korean government needs to provide a systematic coordination of the supply of skilled foreign workers and the demand by domestic companies. This includes the establishment of a solid platform where foreign professionals can easily access information about job opportunities and companies that suit their strengths and interests.
Also, education on the Korean culture and norms, ranging from everyday etiquettes to how Korean companies conduct R&D, is necessary. Preventing culture shock and discomfort is unfeasible, but minimization through providing prior knowledge is possible.
The creation and reinforcement of culture-based networks through websites, social media, or organizations will help alleviate the problem of loneliness that foreign professionals may experience. Communicating with people of the same culture fosters solidarity and empathy, making the foreigners' stay feel less isolated.
Last month, the Ministry of Economy and Finance announced plans to attract and utilize foreign labor by solidifying immigration laws. For example, permanent resident status is granted to foreigners with "exceptional capabilities," and this policy also provides the worker with Korean language education.
These are small improvements to the short-term policies only focused on attracting workers. Still, more policies regarding accessibility, cultural understanding and solidarity need to be undertaken.
What we need is not only a magnet of incentives, but also an anchor of understanding and culture.
Paik Ji-won is a student at Yonsei University's Underwood International College.