Attract Global Talent
Wistron is committed to maintaining diverse recruiting channels. In 2024, we recruited through diverse channels, including job search platforms, social media platforms, on-campus recruiting events, industry-academia cooperation and internships, and headhunters. In an era where the AI industry is rapidly developing, we must actively recruit high-potential talents with related backgrounds. Internally, we must also encourage employees to recommend talents to comprehensively strengthen our business's competitive edge in the industry. In 2024, Wistron welcomed 34,976 new employees. The demographic of our new employees reflects the nature of our industry, with most being under the age of 30, in non-managerial positions, and male.
Ｗistron started a new talent recruitment plan in 2021 and has been holding the MPT(Mobility Potential Talent) global talent reserve plan for 3 consecutive years. In 2023, to further promote Wistron's global presence and features of our overseas operations (such as our smart factories), Wistron has organized forums with hundreds of participants from the perspective of an employer's brand. During these forums, participants could interact with company supervisors in person, discussing Wistron's expectations for global talents and providing them with career advice. Young participants, regardless of their nationality or current location, will have an opportunity to be transferred to another location worldwide.
Ｗistron started a new talent recruitment plan in 2021 and has been holding the “MPT (Mobility Potential Talent) global talent reserve plan” for four consecutive years. MPT aims to cultivate all-around talents with global vision and interdisciplinary skills through the cross-site rotation and training mechanism, fast-tracking career development, and regular one-on-one coaching. These will help those MPT talents accumulate real-world experience quickly. Since its implementation, the plan has been cultivating more and more interdisciplinary talents year after year. In 2024, it has cultivated a total of four mobility talents and a cumulative total of over 30 talents throughout the years. After training, these talents have become key to Wistron Global operation and have been placed in our offices in Kunshan, China, Malaysia, and India to support our operations. In 2024, the MPT program expanded to include Vietnam, Mexico, and the US. Wistron aims to develop further interdisciplinary talents and enhance collaborations between headquarters and overseas offices, ensuring projects receive support from local supervisors. Consequently, such training and talent development program have significantly improved their retention rates of MPT talent.
Note: Project retention rate = Number of retained employees/New employees
New Employee Retention
Wistron has its long history of coaching culture to align with its vision of Sustainability through Innovation and the commitment to Talent Sustainability. It helps new employees quickly adapt to the company and understand their role and responsibilities, enabling them to efficiently complete tasks. Mentors are responsible for guiding new employees in completing tasks and to meet expectations as new employees, as well as providing resources and support accordingly. Wistron provides them with a new employee onboarding welcome pack and a welcome letter on their first day one working at Wistron. The new employee care program starts after the employees join the company, with questionnaires for one week, one month, and three months. The design of the new employee survey is closely aligned with aspects of employees’ everyday life after joining the company. This year, most of the feedback received centered around transportation planning, equipment availability, leadership style, and job responsibilities. In response, we conducted follow-up interviews and addressed employee concerns through open communication channels and targeted measures to gauge new employees’ job satisfaction and adaptation. The average satisfaction score for the survey exceeded 4.26 across all categories.
To support the continuous growth of new employees, Wistron has developed a range of new employee training courses, both virtual and physical. These courses are designed to familiarize new employees with Wistron's core values, beliefs, and basic industry knowledge. Additionally, Wistron organizes “Core Values Workshop” both domestically and internationally, which allow employees from different departments across the globe to learn about and apply the company's core values in their respective roles. Furthermore, new employees have the opportunity to participate in the CEO seminar-“Wi-talk “, where they can directly engage with the CEO. During these seminars, the CEO shares Wistron's vision and missions, fostering a stronger connection and communication between the CEO and the workforce. This continuous engagement ensures that Wistron's core values become an integral part of the company's DNA for all employees.
|
2021 |
2022 |
2023 |
2024 |
| Total number of new employees |
155,226 |
84,044 |
36,095 |
34,976 |
| Recruitment rate (%) |
247% |
164% |
85.75% |
79.07% |
| Average hiring costs per new hires |
NT$ 3,832 |
NT$ 7,143 |
NT$ 10,532 |
NT$ 6,414 |
- Note1. Recruitment Rate = New employees in the current year/total number of employees in the current year
- Note2. Average hiring costs per new hires =recruitment cost/total number of new hires. In light of production capacity adjustments across the globe, Wistron has seen a drop in the number of new employees worldwide, mainly due to the decrease of seasonal hiring. As a result, the average recruitment cost for 2023 has decreased.
Distribution of New Employees
Internal Hire Rate
Campus Partnering and Talent Acquisition
To actively cultivate technology talent and facilitate early industry connections for students, Wistron is committed to diversifying its engagement with campus talent through various avenues. This includes campus recruiting activities, professional and career lectures sharing, internship programs, scholarships, and industry-academia collaborations.
Wistron prioritizes direct engagement with students on campus, hosting a total of seven sessions of “Campus Talks” in 2024 at universities across Taiwan. These cover industry prospects and offer valuable career advice, providing students with the opportunity to interact face-to-face with company leaders. Over 600 students have participated in these sessions. Additionally, Wistron offers diverse internship programs like "Future Star," "Dream with Wistron" and "Academic Semester/Year Internships" creating over hundreds of internship opportunities annually. By participating in these internships, students gain practical insights into their career options and a deeper understanding of the technology industry. Nearly 400 students have taken advantage of these internship programs in the past four years, with outstanding interns given priority consideration for future positions.
Furthermore, Wistron actively collaborates with leading domestic and international universities through industry-academia collaboration projects. In 2024, Wistron established industry master programs with institutions such as National Sun Yat-sen University, National Yang Ming Chiao Tung University, Southern Taiwan University of Science and Technology, and Feng Chia University. Additionally, Wistron launched industrial master programs in partnership with National Kaohsiung Normal University and Minghsin University of Science and Technology. These programs provide scholarships, internships, and job opportunities, aiming to cultivate talent with global mobility.
Local Recruitment
Wistron upholds the concept of hiring talents based on meritocracy and actively hires and trains elite talents from different countries. Wistron continues to set "hiring local talents in leadership role" as a key goal in the annual performance evaluation of each site each year. In response to local manpower needs, each site launches different recruitment strategies to meet such local leadership hiring goal.
In addition to the continuous increase in local job opportunities, Wistron offers competitive salaries to employees and passes on operation and management knowledge through training This aims to develop the managerial capabilities of local talents and goes beyond basic job skills. The proportion of local talents holding managerial positions in China has been increasing year by year. In Vietnam sites, where factory establishment and operation are being carried out, Wistron plans to gradually increase the recruitment of local management talents in the future.
Percentage of managerial roles
Percentage of senior management ranked department manager and above
| Region |
2021 |
2022 |
2023 |
2024 |
| Taiwan |
99.8% |
99.6% |
99.6% |
99.7% |
| China |
87.8% |
89.4% |
91.4% |
95.2% |
| Asia |
- |
57.8% |
24.4% |
26.6% |
| Europe |
90.6% |
87.5% |
88.4% |
85.1% |
| Americas |
67.3% |
84.5% |
77.3% |
78.2% |
| Region |
2021 |
2022 |
2023 |
2024 |
| Taiwan |
99.8% |
99.8% |
99.7% |
99.7% |
| China |
66.9% |
71.4% |
76.5% |
85.8% |
| Asia |
- |
37.9% |
12.5% |
21.1% |
| Europe |
83.3% |
84.2% |
85.0% |
77.4% |
| Americas |
69.4% |
71.3% |
60.5% |
78.0% |
- Note1. Local talents refer to employees of local nationality. U.S. plants are not allowed to disclose worker nationality in compliance with local regulations. As such, the Americas field only discloses figures from Mexico and Brazil.
- Note2. For 2022, the Asia region refers to the Malaysia site, while for 2023-2024, the Asia region includes both the Malaysia and Vietnam sites.
