bhc and Outback Are Hiring Graduates. Why Train Headquarters Recruits in Restaurants?

A 2027 graduate intake that starts in October 2026

Dining Brands Group, which operates bhc Chicken and Outback Steakhouse in Korea, opened a graduate recruitment campaign on October 19, 2026. Applications close November 1. The five tracks are franchise store supervision (SV), human resources, design, marketing and overseas operations, with a double-digit number of openings in total.

Applicants must have completed a four-year degree or expect to graduate by February 2027. Interviews are scheduled for November and December, with onboarding planned for January 2027. Roles are based at headquarters in Seoul or in regional operations including Gwangju, Daegu and Busan; location depends on the track.

One hiring campaign, different eligibility boundaries

Detailed listings indicate that franchise SV applicants need a driver's licence. The HR track covers recruitment processes, evaluation and remuneration support, HR data and systems; communication and documentation skills are required while data analysis is desirable. Design applicants need a relevant academic background and may work on brand visuals and website or kiosk UX/UI.

The marketing track seeks relevant academic preparation for brand promotions and digital campaigns. Overseas operations involves owned and master-franchise stores and partner coordination; the detailed listing explicitly requires English communication at OPIC AL or an equivalent level.

That distinction is more actionable than the headline 'five jobs open'. Candidates should check their intended track's mandatory criteria and location before investing in applications. The official career portal takes precedence over reposted listings.

Why does a headquarters recruit see the restaurant floor?

The company calls its graduate hires 'Young Diners' and has used store-based training and mentoring. Publicly reported onboarding for the January 2026 cohort included cooking and service at Outback and Changgo 43 as well as a bhc cooking experience.

An HR professional may need to understand scheduling and training realities in stores. A UX/UI designer may benefit from observing where kiosk orders become difficult, while a marketer may learn whether a campaign works at the counter. These are Banseog's interpretations of the jobs and training, not employer-published interview criteria or claimed learning outcomes.

Previous onboarding examples do not guarantee that each role in the next intake will follow precisely the same timetable.

What the retention figures do—and do not—show

The company reported roughly 2,700 applications to its previous recruitment campaign. In October 2026, its recruiter said nobody from the 2025 and 2026 graduate intakes had left as of the announcement. Neither figure describes the new campaign's eventual applications or its future retention rate.

Without cohort sizes, observation periods and comparable groups, this cannot prove store training caused retention. What can be observed is the combination of annual graduate hiring and a structured onboarding programme.

The more useful application decision

Prospective SV hires should check driving eligibility and their assigned location. HR candidates can document collaboration and HR data experience; design candidates can show evidence relevant to kiosk and content work; overseas-operations candidates should check the formal English requirement. A restaurant work example is useful only when it genuinely supports the particular job.

Applicants should treat past store onboarding as context, not as a universal bonus requirement, and confirm any updated timetable on the official recruitment website.