Article I Recruitment Purposes and Principles

　　1. The company’s recruitment is aimed to enhance the core competitiveness, to implement the human resource strategic planning, to integrate the company's human resources, to optimize the position arrangement, and to provide the company as many qualified employees as required to enable sustainable development. Recruitment ranks first among the human resource tasks, and is an important way to exploit external human resources;　
　　2. The human resources department is exclusively responsible for recruiting new employees, and none of other departments is entitled to employment.
　　3. The company must adhere to the guideline of following two-way choice, giving priority to efficiency, offering equal opportunity, and admitting the best applicants in the recruitment process.
　　4. The company combines internal with external recruitment, but follows the guideline of giving preference to internal applicants when they are qualified for the positions and their leaving will not adversely affect the previous positions.

Article II Recruitment Application

　　1. Before the end of a business year, the human resources department will distribute a Personnel Demand Application for the next year to all departments. The department heads should fill in the form according to their actual demand. Then, the form will be submitted to the General Manager for approval. The general manager will determine the number of employees and the department arrangement according to required employees, and the company's investment and management plan. Based on the approved human resources plan by the general manager, the human resources department carries out the recruitment task.
　　2. Interim recruitment plan: The department, in need of rearranging positions or employing new staff based on the actual situation during the human resources plan, shall fill in a Personnel Demand Application and submit it to the human resources department for review and to the general manager or its authorized representative for approval. Then, the human resources department implements the employment task.

Article III Recruitment Preparation

　　1. The human resources department determines recruitment ways based on the recruitment requirements, which includes internal recommendation, internal advertisements, online recruitment, talent exchange fairs, headhunting, newspaper advertisements, campus recruitment, and factory recruitment;
　　2. The human resources department develops a recruitment plan for a large recruitment task, and submits it to the company's heads for approval before implementation. The recruiting plan includes the determination of recruitment ways, and positions and head counts, preparation of articles, supervision of the recruitment, and budgets;
　　3. The human resources department shall take a combination of recruitment ways into consideration in preparing recruitment articles. The recruitment articles include applicant registration forms, recruitment introduction, show-boards, written test questions, recruitment advertisements, applicant's document storage folders and business cards, in addition to costs.

Article IV Recruitment Process

　　I. Post Recruitment Information, and Add Ways of Employing Talented People.
　　Post recruitment information at a press or media; establish regular ties with corresponding colleges and technical secondary schools; add ways of employing talented people; establish contact with talent market operators; incorporate online recruitment, on-site recruitment and internal recommendations; for positions that can be taken by qualified internal employees through internal employment, the human resources department shall post internal advertisement for these positions, allowing internal employees to compete for it; or candidates can be recommended by the departments in need of recruitment, allowing for interval mobility of personnel.
　　II. Candidate Screening
　　The human resources department carefully reads the candidates’ materials, and determines the candidates in the interest based on the guideline of admitting best ones. Then, the candidates in the interest are informed for an interview, and for those not in the interest but valuable, their data will be stored in the talent pool;
　　III. Interview　
　　1. Fill in the uniform, printed Staff Registration Form neatly and clearly, with all the information to be complete and authentic;
　　2. Present valid identities and certificates, and documents: Candidates must submit a copy of original, valid ID card (for those who presents temporary ID cards or expired ID card shall not be employed), and a copy of original diploma; for special positions like designers, finance staff, electrical and mechanical workers, firemen, and drivers, vocational skill certificates like professional title certificates or professional qualification certificates must be submitted.
　　3. In all the interviews including initial interview, professional skill interview or secondary interview, all interviewers are required to offer clear views for the interview;