这种全链覆盖的岗位供给模式，体现了广东在就业领域的前瞻性和战略性。一方面，满足了当前各类人 才的就业需求，尤其是为高端人才提供施展才华的平台，有助于吸引和留住更多的高层次人才，提升广 东的人才竞争力；另一方面，通过为应届毕业生和实习生提供实习机会，提前培养和储备未来的人才资 源，为产业的长远发展奠定基础。这种对人才的全生命周期关注和培养，拓展了就业的维度，也为经济 大省在就业领域的可持续发展提供了新思路。 本次招聘会还实现了多项创新突破。首次设立的"链主企业专区"成为一大亮点，比亚迪、格力、腾讯、 南方电网等8家知名链主企业牵头，携手超80家供应链上下游企业组团招聘，集中展示产业全链条人才 需求，助力求职者"一站式"对接产业链优质岗位。此外，招聘会还开设了"招聘直通车"，部分企业负责 人、人力资源总监现场与求职者面对面交流，当场面试、现场签约，让对接更直接、机会更丰富。同 时，直播带岗、云端面试则实现"指尖求职"，打破了时间和空间的限制，为全球海外学子提供了便捷的 求职通道。 这场招聘会的落幕不是一个终点，而是经济大省在就业领域挑大梁的新起点。 12月27日至28日，"百万英才汇南粤"秋季大型综合招聘会在深圳 ...

【文/观察者网专栏作者 心智观察所】 12月22日，美国联邦通信委员会（FCC）投下了一枚重磅炸弹。这个以监管电信频谱著称的独立机构， 以"不可接受的国家安全威胁"为由，将所有外国制造的无人机及其组件列入受管制"黑名单"。这意味 着，全球最大的民用无人机制造商大疆，以及道通智能等中国企业，将无法在美国市场销售任何新型号 的无人机产品。 这一决定，表面上是一次例行的安全审查，实际上却是一场酝酿近十年的政治博弈的最终落幕。它不仅 标志着美国对华科技脱钩战略在无人机领域的全面升级，更揭示了一个令人深思的悖论：当一个国家以 国家安全之名封锁天空时，它可能同时也在封锁自己的未来。 "技术铁幕"与强行切割 要理解这道禁令的深意，必须回溯到2017年那个炎热的夏天。 彼时，美国陆军突然发布一纸命令，要求所有部队立即停止使用大疆无人机，理由是存在"网络安全漏 洞"。这是美国政府第一次公开对中国民用无人机表达不信任。然而，耐人寻味的是，这份禁令发布 时，大疆无人机正在美军基层部队中获得广泛好评，士兵们用它执行侦察任务、评估战场态势，甚至在 训练中模拟敌方无人机威胁。 此后七年间，华盛顿的"中国无人机恐惧症"如同一株疯长的藤蔓， ...

Core Viewpoint - The company is actively following trends in HVDC (High Voltage Direct Current) and is working on talent acquisition and product research in this area [2] Group 1 - The company is engaging with investors on its interactive platform regarding its strategic focus [2] - The company is prioritizing talent reserve and product pre-research related to HVDC applications [2]

Company Overview - China Rare Earth Group Co., Ltd. was established on December 23, 2021, in Ganzhou, Jiangxi Province, through the restructuring and integration of rare earth assets from several state-owned enterprises [3] - The company is directly supervised by the State-owned Assets Supervision and Administration Commission and operates across the entire rare earth industry chain, including resource development, smelting, separation, deep processing, and trade [3] - It has significant resource reserves, a strong industrial foundation, leading technological research and development capabilities, and comprehensive service advantages [3] Talent Development Programs - The "Rare Talent" management trainee program targets 2026 graduates, aiming to cultivate a team with innovative spirit and strong qualifications through rigorous selection and rotation training [5] - The "Rare Star" technology talent program is designed for young scientific talents, focusing on innovation capabilities and technical expertise, also targeting 2026 graduates [11] - Both programs emphasize practical experience, mentorship, and specialized training to prepare candidates for future roles within the company [9][12] Recruitment Details - The recruitment is open to 2026 graduates, including international students, with specific academic backgrounds required for various positions [14] - The company seeks candidates with strong academic records, a sense of responsibility, and good communication skills [15] - The recruitment process includes online application, qualification review, written tests, interviews, and health checks [19][21]

Core Viewpoint - The gold market is experiencing unprecedented demand, with various financial entities, including trading companies, hedge funds, and banks, aggressively seeking gold traders due to a significant increase in gold prices and trading volumes [1][3][24]. Group 1: Market Dynamics - The international gold price surged from $1,900 to $2,300 per ounce between 2024 and 2025, representing an increase of over 20% [3]. - Central banks and sovereign funds are increasing their gold allocations, with the World Gold Council projecting a 15% increase in central bank purchases in 2025 compared to the previous year [3]. - Weekly gold trading volume in the London market exceeds $600 billion, reflecting the heightened trading activity [3]. Group 2: Profitability and Institutional Interest - In Q1 2025, 12 major banks earned $500 million from precious metals trading, marking the second-highest quarterly profit in a decade and nearly double the average profit over the past ten years [5]. - Institutions are increasingly viewing gold as a profit growth area, leading to a surge in hiring for gold trading positions, with companies like Trafigura and Glencore actively recruiting experienced traders [6][8]. Group 3: Talent Shortage - The gold trading sector is facing a significant talent shortage, with experienced traders in high demand and a lack of new entrants into the field [10][12]. - Approximately 40% of gold traders are over 50 years old, with 30% planning to retire within the next three years, exacerbating the talent gap [12]. - The financial industry is losing young talent to technology companies, with 62% of finance graduates in 2025 opting for tech roles instead of traditional finance positions [12]. Group 4: Training and Development Challenges - The training process for gold traders is lengthy, requiring 3 to 5 years to develop the necessary skills in macro analysis, market operations, physical management, and risk management [14]. - Historically, banks have not prioritized training for gold trading, with less than 5% of budgets allocated to precious metals trading departments from 2015 to 2020 [14][16]. - The lack of a structured training program has led to a significant gap in qualified personnel, with many banks previously not investing in talent development [16]. Group 5: Salary Trends and Recruitment Strategies - Salaries for gold traders have increased significantly, with average annual compensation (including bonuses) reaching £250,000 in 2025, a 67% increase from 2023 [17]. - Bonuses for gold traders at trading firms are reported to be 2 to 3 times higher than those at banks, making the sector more attractive [17][19]. - Institutions are shifting from merely recruiting experienced traders to developing new talent through specialized training programs, such as the collaboration between LBMA and the London School of Economics [20][22]. Group 6: Future Outlook - The current talent war in the gold trading sector is a result of both market demand and historical neglect of talent development [24]. - While salary increases may temporarily alleviate some talent shortages, long-term solutions require a concerted effort to train new entrants and integrate digital tools to lower entry barriers [24][25].

Economic Overview - The Yangtze River Delta (YRD) has a GDP approaching 30 trillion yuan in 2022, accounting for nearly one-quarter of the national total, surpassing the economic scale of Japan's Pacific coastal cities and comparable to New York metropolitan area [2] - In contrast, the Pearl River Delta (PRD) has a GDP of over 13 trillion yuan, which is approximately 45% of the YRD's total [2] Regional Development and Infrastructure - The YRD benefits from the Yangtze River basin as a vast hinterland, forming a "core-hinterland" gradient development pattern, with Shanghai as the leading city and Jiangsu, Zhejiang, and Anhui as supporting regions [2] - The PRD, while relying on the Pearl River, has limited hinterland expansion due to geographical barriers, primarily radiating its influence within South China [2] Industrial Structure - The YRD exhibits a dual-driven structure of "manufacturing powerhouse + innovation hub," with diverse industries including finance, shipping, and advanced manufacturing [3] - The YRD has established complete industrial chains in emerging sectors such as integrated circuits, biomedicine, and artificial intelligence, positioning itself as a national strategic technology force [3] - The PRD, known for its tech innovation in Shenzhen and advanced manufacturing in Dongguan, remains overly reliant on electronics manufacturing, making it vulnerable to global industry fluctuations [3][4] Collaborative Mechanisms - The integration of the YRD has become a national strategy, with mature collaborative mechanisms that break down administrative barriers, fostering cooperation among the three provinces and one city [3][4] - The YRD's cities are gradually forming a "quasi-same-city" development pattern through improved market systems and public service networks [4] Talent and Cultural Strength - The YRD boasts eight "Double First-Class" universities, facilitating a talent market that promotes free movement and efficient allocation of human resources [5] - The cultural heritage of the YRD, combined with its educational resources, enhances its soft power and sustainable development capabilities [5] - The PRD, while rich in Lingnan culture, lags in high-end talent reserves and cultural soft power compared to the YRD, impacting its long-term innovation capacity [5] Global Competitiveness - The YRD is emerging as a world-class urban agglomeration, characterized by economic scale, diverse industries, regional integration, talent attraction, and cultural depth [6] - The PRD, supported by the Guangdong-Hong Kong-Macao Greater Bay Area strategy, is accelerating its development in technology innovation and international openness, showcasing strong vitality in these areas [6] - Both urban clusters represent different models of regional economic development, with the YRD focusing on breadth and depth, while the PRD emphasizes speed and sharpness [6]

Core Insights - In the increasingly competitive smart technology industry, technological innovation is essential for companies to maintain market presence and achieve sustainable growth, with talent reserve and patent accumulation being key indicators of a company's technological strength [1] Group 1: R&D Team and Investment - Coosea has significantly invested in building its R&D team, which now consists of nearly 1,000 members covering critical fields such as communication technology, optical engineering, software development, industrial design, and electronic information, forming a multidisciplinary collaborative technical system [3] - The core members of the R&D team average over 8 years of experience in the smartphone industry, providing them with a deep understanding of industry trends and the ability to predict future developments [3] - Coosea regularly organizes professional training and expert lectures to stimulate innovation and promotes cross-departmental and cross-disciplinary collaboration, creating an efficient platform for technical research and development [3] Group 2: Patent Accumulation and Technological Strength - Coosea holds over 100 patents that cover three core areas: smart hardware underlying technology, artificial intelligence-related technology, and mobile appearance and interaction design [4] - The proprietary smart operating system, didoOS, has undergone over ten years of continuous iteration since its launch in 2014, improving system performance by 5%-35% compared to the basic version, with a global user base exceeding 10 million [4] - Coosea has initiated vertical industry small model training for AI since last year, focusing on intent recognition, semantic understanding, and command execution capabilities, with successful bids for AI frame and desktop robot projects [4] Group 3: Synergy Between Talent and Patents - The advantages of talent and patents are interdependent, creating a synergistic effect that drives Coosea's technological iteration [6] - During the didoOS upgrade, the R&D team optimizes system performance while patent-protected underlying technologies ensure system stability and security [6] - Coosea has established three R&D centers in Shenzhen, Xi'an, and Yibin, which work in conjunction with the Yibin industrial park to create an efficient operation model that supports global customer demands [6]

Core Points - The article highlights the importance of retaining skilled military personnel in the army, particularly focusing on the selection and retention of non-commissioned officers (NCOs) to enhance combat effectiveness [1][2] - The army is implementing a structured approach to manage the selection and retention of NCOs, ensuring that those with critical skills and experience are prioritized [2] Group 1 - The army is facing a talent shortage in certain positions due to limited promotion quotas, prompting many soldiers to apply for extended service [1] - A systematic analysis of the professional needs and personnel distribution has been conducted to determine the necessary qualifications for extending service [1][2] - The army has established a talent reserve system for NCOs, focusing on those with significant task experience or outstanding performance in competitions [2] Group 2 - The implementation of practical measures has increased the enthusiasm of NCOs, leading to improved performance in military tasks [2] - Regular assessments and competitions are held to quantify the professional skills of NCOs, linking these evaluations to promotion eligibility [2] - The overall morale and motivation among the retained NCOs have been positively impacted, contributing to enhanced combat readiness [2]

Group 1 - The core event is the "Seventh Lujiazui Financial City Future Financier Pre-Employment Workshop," aimed at enhancing collaboration between schools and enterprises to cultivate high-quality financial talent [1][7][11] - The workshop has been held since 2018 and has gained a positive reputation, attracting students from renowned universities globally, with over a hundred attendees at the latest event [1][4][7] - The initiative is part of a broader strategy to build a talent reservoir in the financial sector, aligning educational outcomes with industry needs [1][7][30] Group 2 - The "Pudong Youth Innovation 15 Measures" was introduced to support young talents, providing tailored policies and resources for innovation and entrepreneurship [4][30] - The workshop includes a policy introduction segment focusing on housing support for young professionals, which received positive feedback from attendees [4][30] - The event features a diverse curriculum with expert speakers addressing industry trends, career planning, and practical insights into the financial sector [19][27][30] Group 3 - The workshop emphasizes the importance of practical experience and continuous learning for students entering the financial industry, encouraging them to build a strategic career development perspective [27][35] - Participants are advised to engage in internships and practical experiences early to establish their career paths and enhance their employability in a rapidly evolving financial landscape [35][30] - The event aims to strengthen the connection between academic training and market demands, fostering a new generation of financial professionals with a global perspective [7][30]

Group 1: Impact of External Factors - The company's business has been affected by frequent adjustments in tariff policies, but its diversified sales market and customer structure provide strong resilience against trade dispute risks [2] - The company has been actively building overseas production bases, allowing for greater flexibility in responding to tariff changes [2][3] - Exchange rate fluctuations primarily impact the company's import and export trade, with USD being the main currency for transactions [3] Group 2: Financial Strategies and Shareholder Returns - The company emphasizes shareholder returns and plans to continue providing stable and sustainable returns to investors [3] - The company is focused on enhancing its supply chain services and aims to strengthen its core business capabilities for sustainable development [4] Group 3: Operational Challenges and Talent Management - The main bottleneck for the company's development is the lack of talent, particularly those with international operational capabilities [3] - The company has established various employee incentive mechanisms, including performance-based compensation and employee stock ownership plans [4] Group 4: Innovation and Design - The Guotai Innovation Design Center is being developed in Shanghai, which will support recruitment and innovation activities [3] - The company has established marketing and design centers in key international markets to enhance customer service and increase trade value [4]