Category: Talent Recruitment

In addition, WT is committed to fostering gender diversity and an inclusive culture by building a fair workplace where every employee can realize their full potential in a diverse and inclusive environment. As of the reporting year, female employees accounted for 47.1% of the workforce. Among employees at the managerial level and above, 42.0% were women, including 9.09% in senior management, 42.8% in mid-level management, and 51.54% in junior management. Moreover, 40.5% of business unit managers were female.Within STEM-related roles (Science, Technology, Engineering, and Mathematics), female employees accounted for 7.82%, excluding Future Electronics. WT continues to support the recruitment, development, and advancement of women in STEM through targeted talent acquisition and training programs, aiming to attract more outstanding female professionals in science and engineering fields.

WT understands that PEOPLE are the most important asset of an enterprise. 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. In accordance with Article 38, Paragraph 1 of the People with Disabilities Rights Protection Act, WT employs a sufficient number of people with disabilities, simplifies the work process and assigns appropriate work to accommodate their needs, and provides timely care and encouragement from time to time.

As of the end of 2023, all the employees across WT’s operating sites are permanent and full-time hires. There are no employees on fixed-term (Labor regulations in China require employment contracts be signed in the form of fixed-term contracts in the first two years. However, all WT staff are on non-fixed-term contracts, so new employees who signed fixed-term contracts for the first two years with the Company are not separately counted), part-time (hourly paid), or zero-hour contracts. There are a total of 25 cleaning staff and 12 drivers who are working at WT and not employed by WT.

WT’s four core people-oriented concepts

Diversifying recruitment channels and developing promising talents
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 2024, an internal recruitment system will be designed and implemented for mid- and high-level supervisors transferring to another department and employees to another job.

In 2023, WT made some post-pandemic adaptations to its recruitment practices. In addition to strengthened publicity through various recruitment platforms, WT gave several on-campus recruitment presentations again, offering various full-time and internship vacancies. In order to develop talents while allowing students to apply what they have learned and gain work experience, a number of internship opportunities for different types of work will be offered in 2024 (such as sales, FAE, procurement, PO management, information, process optimization, human resources, etc.), totaling more than 20 vacancies. In addition, WT will also work with universities in cultivating promising talents, by providing scholarship funds to the College of Social Sciences, National Chengchi University and College of Engineering, Donghai University in 2024.

Bringing in new blood 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. As of the end of 2023, the total number of WT employees was 3,463, a decrease of 84 employees, or 2.37%, compared with 2022, of which women accounted for 41.26%. Women account for 30.80% of managers, and 28.81% of mid-level and above supervisors. In particular, women account for 22.62% of supervisors in the sales department. In 2024, the value of diversity, equality and inclusion will be further promoted, with a goal of 35% female managers by 2029.

In 2023, the turnover was 14.93%, or 517 employees; and the voluntary turnover was 14.84%, or 514 employees. There was a merely 0.09 percentage point difference. By age, the turnover was only 5.62% among those aged 50 and over, and a higher 32.79% among those under 30 years old. In 2023, the new hire rate was 11.98%, or 415 employees. By gender, there was a merely 0.98 percentage point difference. By age, the new hire rate is a higher 32.79% among those aged under 30 years old, however, the 5.62% among those aged 50 and over is up 3.36% relative to 2022.

WT’s success is a result of an array of excellent talents and a team of young workers. With as many as 94.80% of its employees having a college degree or above, WT is able to cope with the fast-changing business environment and market trends with timely responses, innovative ideas and energy.

Professional team drives innovation and creates edges in the sector

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. Therefore, WT strives to develop major functions of human resource management to make the best use of its talent pool, promote organizational development, and achieve the goals of “matching people with jobs, getting the right people for the right jobs, and making the best use of people’s talents.”

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.‬

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.‭”

WT understands that people are the most important capital of an enterprise and that the company’s greatest impetus for progress comes from its highly motivated employees! In order to create a better working environment for employees and attract outstanding professionals to join the company, WT complies with the laws and regulations of the the areas where its operating bases are located. The Social Policy and Code of Conduct is formulated to commit to safeguarding labour rights and interests. We plan and execute recruitment activities each year in accordance with the annual plan of workforce needs of each department. As of the end of 2021, all employees of WT’s operating bases are employees with indefinite contracts and no employees with fixed-term contracts have been employed, nor have they cooperated with temp agencies to send employees to work at WT.

In order to protect employment opportunities and equality, WT does not require job applicants or employees to indicate their race or ethnicity when they apply for jobs and report for work. We adhere to the requirements of the Sustainability Accounting Standards Board (SASB) for talent diversity standards. Further disclosures on race/ethnicity will be made following the direction and outcome of future revisions to the International Sustainability Standards Board (ISSB), starting with national or regional disclosures in 2021.

The turnover rate in the last three years is 12.73%, maintaining a healthy and stable state. 295 people left in 2021 (11.51% turnover rate), which also represents a new low point pver the last three years; The difference between genders is only 1.13%. By age, the turnover rate is only 7.63% for those over 50 and 14.70% for those under 30.

In response to the stable turnover rate and the company’s operational growth needs, 506 new employees (19.73%) were hired in 2021, including a higher rate of female employees (22.44%). Based on age groups, the new entry rate of those under 30 years old is 51.00%, which is relatively high due to greater demands for young talent training for operational expansion, but there is still a new entry rate of 4.42% for those over 50.

The reason for WT’s success is not only the establishment of outstanding talent, but also of its youthful team, with 94.50% of employees possessing tertiary education or above, which enables WT to demonstrate its ability to respond to changes on time, stimulate innovative ideas and encourage vigorous energy in the face of the rapidly changing business environment and market dynamics.

Note: Middle and senior executives: Section head and abovel;Junior supervisors: team leaders: R&D and application engineer related duties; administrative staff: back office duties not directly related to operations; junior staff: duties directly related to operations.

Concept 3 | Respect professionals and lead with experience

WT’s management team is mainly made up of outstanding professionals in the electronic information industry. In addition to our front-line marketing personnel’s years of experience in channel marketing, WT is also proud of our professional back-office support and technical research and development talent. Externally, we are able to promote our current products, obtain new agent lines, and address customer needs; internally, we are constantly improving our financial business structure. Our leading managers have more than 10 years of experience in the semiconductor channel industry. With years of accumulated agency business and sensitivity to market development trends, we are able to facilitate business development and vision planning, and our operations can continue to flourish.

Concept 4 | Getting the right people for the right pursuits and fully utilizing people’s talents

WT has been able to grow steadily and continues to pursue excellence in performance thanks to its professional service team. We develop, maintain and utilize 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 “matching people and pursuits, getting the right people for the right pursuits and fully utilizing people’s talents”, expanding its operational bases to various countries in East Asia and Southeast Asia and recruiting individuals from different countries. The percentage of non-Chinese speaking employees has reached 14.24% in 2021.

In 2021, the percentage of senior executives in each area of operation employing local residents reached 85.42%
1: Senior executive refers to the executive at the division level or above.
2: The local resident of each operation base is defined as the national citizen of the operation point.