Core Insights - The article discusses TCL's recruitment strategy for 2025, highlighting its focus on attracting talent across various fields, including R&D, smart manufacturing, IT, finance, and marketing, with a significant emphasis on campus recruitment targeting graduates from 2025 to 2026 [2][3][4]. Recruitment Strategy - TCL's recruitment will primarily focus on fresh graduates from both domestic and international universities, with job locations spanning cities in China and abroad, including Poland, the USA, and Vietnam [2][3]. - The company is particularly interested in candidates with strong English skills, as many positions may involve overseas assignments [2][3]. Company Overview - TCL operates through two main industrial groups, TCL Industries and TCL Technology, covering sectors such as smart terminals, semiconductor displays, and renewable energy [3][4]. - In 2024, TCL's R&D investment reached 8.87 billion, with a cumulative investment exceeding 60 billion over the past six years, employing over 20,000 R&D personnel and holding more than 110,000 patents [3][4]. Corporate Culture and Values - TCL emphasizes a corporate culture that values accountability and collaboration, aiming to attract self-driven and cooperative individuals [6][18]. - The company has a strong commitment to employee training, maintaining investment in training programs even during financial downturns, reflecting its dedication to developing a capable workforce [6][19][22]. Diversity and Inclusion - The proportion of female managers in TCL's middle and senior management has steadily increased, reaching 21% in 2024, showcasing the company's commitment to diversity [18]. - Nearly half of the job openings are available to liberal arts graduates, indicating a balanced approach to hiring across different academic backgrounds [18]. Challenges and Adaptations - TCL has faced challenges in internationalization, learning from past acquisitions that did not meet expectations, and has since focused on improving cross-cultural management and talent development [12][14]. - The company has adapted its recruitment strategies to align with the evolving expectations of younger job seekers, emphasizing the importance of growth opportunities and a supportive work environment [14][26].

Core Viewpoint - The company is utilizing the autumn inspection work as an opportunity for practical training of young employees, aiming to enhance their technical skills and core business implementation capabilities [1] Group 1: Training Approach - The company has shifted from traditional training methods to a hands-on approach, focusing on the diversity and flexibility of on-site technical training [1] - Young employees are encouraged to engage in practical exercises during the autumn inspection, allowing them to identify their roles and practice diligently [1] Group 2: Training Content - The training emphasizes the explanation of processes related to the "two tickets and three systems" and addresses technical challenges and safety precautions during switch replacements [1] - Experienced workers are assigned to supervise and assist young employees during practical exercises, helping to alleviate their anxiety and convert inspection tasks into learning opportunities [1] Group 3: Future Plans - The company plans to continue offering various forms of professional training, including face-to-face instruction, group learning, and practical operations, to further enhance the capabilities and quality of all young workers [1]