The theme of this management sharing session is recruitment. Have you guessed who the speakers are? They are Tu Chao, Manager of Business Division Three, Ren Wang, Team Leader of Business Division Two, and Zhang Shiyun, Team Leader of Business Division Four. Let’s learn about their insights on recruitment.

Tu Chao, Manager of Business Division Three, whose division has been established for more than seven years, has seen 20 to 30 employees come and go. The reason for the turnover is that some staff left Pangshi and later rejoined the company. In the past, due to inadequate recruitment skills, some high-caliber talents we recruited chose not to stay. He summarized three contributing factors. First, internal issues within the division that left new hires with little sense of belonging. Second, individual problems of employees: low work initiative and engaging in unrelated activities during working hours. Third, company-level factors: uncompetitive salary packages, which led to resignations over compensation. As he put it, life boils down to four words: perseverance. There were dark days when he thought about giving up, yet he always believed better days lay ahead.

Ren Wang, Team Leader of Business Division Two, believes that recruitment requires comprehensive evaluation to select the best-fit candidates. Simply put, recruitment should be tailored to team needs. For instance, a newly established team needs capable talent who can generate orders quickly. When a team reaches a certain stage of development, candidates with a long-term commitment to the industry should be recruited for sustainable growth. Hiring is not the end but the starting point. New recruits need cultivation, support and guidance.

Zhang Shiyun, Team Leader of Business Division Four, mentions that employee referrals save time and effort with precise matching, yet they carry risks. Potential nepotism may hinder corporate management. Job portals, campus recruitment and advertisements can attract a large pool of outstanding applicants and broaden options. Their downside is a longer recruitment cycle, requiring substantial investment of manpower, material resources and funds.

In closing, all competition ultimately comes down to talent competition. Alongside economic growth and improved employee benefits, the company has a strong demand for talent. Fresh blood is essential for corporate development, and recruiting suitable foreign trade salespeople is critical to our growth. That wraps up this sharing session. We look forward to the next one!