Recruitment

Devoted employees are the biggest push behind the people-oriented company.

WT understands that PEOPLE are the most important asset of an enterprise‭, ‬and the biggest push for the company comes from devoted employees‭. ‬In order to create a better work environment for employees and attract professional talents to join the company‭, ‬WT‭ ‬follows the laws and regulations of the countries where its business bases are located‭, ‬as well as the Social Policy and Code of Conduct formulated to meet its commitment to safeguard labor rights‭. ‬Recruitment-related activities have been planned and executed according to the annual headcount plan of each department‭.‬

As of the end of 2022‭, ‬all the employees across WT’s operating sites are permanent and full-time hires‭. ‬There are no employees‭ ‬on fixed-term‭,  ‬part-time‭, ‬hourly paid‭, ‬or zero-hour contracts‭. ‬In Taiwan‭, ‬there are eleven cleaning workers who are dispatched‭ ‬by the cleaning contractor and not employed by WT‭, ‬and no non-employee workers of other nature‭. ‬A goal was set for 2023‭ ‬to collect complete information on the number of non-employee workers and the nature of their work across all the overseas bases‭, ‬so as‭ ‬to improve the manpower statistic‭.‬

WT’s four core people-oriented concepts

concept 1:Talents are sought through diversified channels and provided with complete‭ ‬education and training‭.‬

WT recruits talents aligned with WT’s core values via multiple channels including job bank websites‭, ‬online platforms‭ (‬such as‭ ‬LinkedIn‭, ‬CakeResume‭, ‬Blink‭, ‬etc‭.), ‬campus career centers‭, ‬partnerships with universities‭, ‬colleges‭, ‬departments‭, ‬as well as internal referrals‭. ‬A complete training and development plan is provided to ensure talents translate learning into performance effectively‭, ‬and thereupon build a talent pool ready for a rapidly-changing future‭.‬

In 2022‭, ‬WT Group’s recruitment practices were adapted to the COVID-19‭ ‬pandemic‭. ‬In addition to strengthened publicity through various recruitment platforms‭, ‬further efforts were also made on-line include‭:

In 2023‭, ‬WT Group will continue to advertise job vacancies to students via both on-campus and online recruitment presentations‭, ‬and EDM recruitment materials provided to colleges and universities‭. ‬It will also outreach to students by getting involved with‭ ‬student associations‭, ‬clubs and events‭.‬

concept 2:‬Out standing young talents are recruited to maintain corporate vitality‭.‬

In response to the rapid development‭, ‬WT secures a competitive edge for the future by keeping a talent pool‭  ‬in line with the group’s long-term development strategy‭, ‬and an optimized array in terms of level‭, ‬number and structure‭. ‬By the end of 2022‭, ‬after‭ ‬the acquisition of one subsidiary‭, ‬the number of WT Group employees has grown to 3,547‭, ‬an increase of 983‭ ‬employees‭, ‬or 38.34%‭,‬‭ ‬compared to 2021‭, ‬of which women accounted for 41.98%‭. ‬Women accounted for 30.07%‭ ‬of managers‭, ‬28.05%‭ ‬of mid-level managers or‭ ‬above‭, ‬23.50%‭ ‬of business supervisors‭, ‬and 45.15%‭ ‬of non-executive personnel‭. ‬Women also accounted for 15.85%‭ ‬of STEM employees‭ ‬‭(‬science‭, ‬technology‭, ‬engineering‭, ‬or mathematics‭). ‬Overall‭, ‬the proportions of females in all employees and management were both slightly higher in 2022‭ ‬than that in 2021‭.‬

To ensure equitable employment opportunities‭, ‬WT does not require job applicants or new hires to give information of their race‭ ‬or ethnicity when applying for a job and on-boarding‭. ‬Regarding the talent diversity indicators required by the Sustainability Accounting Disclosure Index‭ (‬SASB‭), ‬WT will keep a close eye on any revision direction and results of the International Sustainability Standards Board‭ (‬ISSB‭) ‬before further disclosing information relating to employee ethnicity or nation‭. ‬After the acquisition of Singapore subsidiary‭, ‬as of the end of 2022‭, ‬the number of employee countries were increased to seven countries‭. ‬In 2022‭, ‬‭ ‬a mentorship system and a new hire training program were introduced for new hires to strengthen the education and training on new hires‭. ‬See‭ “‬4-3-2‭ ‬Talent Development‭” ‬for details‭.‬

The average turnover rate was 11.67%‭ ‬in the past three years‭, ‬which has been kept healthy and stable‭. ‬In 2022‭, ‬the turnover rate‭ ‬was 9.64%‭, ‬or 342‭ ‬employees‭, ‬a new low in the past four years‭; ‬and the voluntary turnover rate was 9.59%‭, ‬or 340‭ ‬employees‭. ‬By‭ ‬gender‭, ‬there was a merely 1.80‭ ‬percentage point difference between the turnover rates of men and women‭; ‬by age‭, ‬the turnover rate was only 7.84%‭ ‬among those aged 50‭ ‬and over‭, ‬and a higher 12.17%‭ ‬among those under 30‭ ‬years old‭.‬

In response to the stable turnover rate and the company’s operational growth needs‭, ‬the employment rate was 15.28%‭, ‬or 542‭ ‬new hires‭, ‬in 2022‭. ‬By gender‭, ‬there is a merely 0.75‭ ‬percentage point difference between the employments rates of men and women‭; ‬by‭ ‬age‭, ‬as the operation expansion require a higher demand for young talents‭, ‬the employment rate was a higher 34.93%‭ ‬among those under 30‭, ‬but still some 2.16%‭ ‬among those aged 50‭ ‬and over‭.‬

Note 1: Employment rate = the number of new hires of the category in the year ÷ the total number of employees in the category at the end of the year.
Note 2: Turnover rate = the number of separating employees of the category in the year ÷ the total number of employees in the category at the end of the year.
Note 3: The numbers of new and departing employees both exclude those who were newly hired and departing in the same year.

concept 3:Professionals are respected‭, ‬and team is led with experience‭.‬

WT’s management is mainly made of professionals in the electronic information industry‭. ‬The marketing personnel at the front line have years of experience in trade marketing‭. ‬The professional logistics support and technology R&D personnel‭, ‬who are the proud of WT‭, ‬promote existing products‭, ‬strive for new agency lines and solve customer needs externally‭, ‬and continuously improve the financial business system internally‭. ‬The major managers have more than 10‭ ‬years of experience in the semiconductor trade industry‭. ‬The accumulated agency business and insight of market development trends gained over the years help them develop businesses and visions‭, ‬and continue to run the operations towards prosperity‭.‬

concept 4:Right talents are assigned the right jobs to give full play to their skills‭.‬

WT has been able to grow steadily and continues to pursue excellence in performance thanks to its professional service team‭. ‬WT‭ ‬develops‭, ‬maintains and utilizes all human resources in the organization in the most appropriate manner so that our people and pursuits can be most appropriately coordinated‭. ‬In order to give full play to the most effective use of human resources and promote organizational development‭, ‬WT has made every effort to develop human resources management‭, ‬with a view to achieving the goal‭ ‬of‭ To delegate the right tasks to the right people to unlock their full potential‭”.

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