Against the backdrop of high-quality financial development, the selection and recruitment methods for industry talents are becoming more diversified, and the introduction of talents is also continuously increasing. The increasing frequency of public recruitment of management personnel in the banking industry is a clear example. Recently, multiple banks have announced their talent seeking orders to the market, including the selection of senior management (expert) talents by the head office of joint-stock banks and the recruitment of middle and senior management talents by regional city commercial banks. Securities Times reporters have found that in recent years, more and more banks have publicly selected senior management personnel through marketization. Compared to small and medium-sized banks such as state-owned large banks and urban rural commercial banks, their performance is more active, and joint-stock banks are also gradually making attempts. From the details of market-oriented recruitment, with the rapid development of digital transformation in the financial industry, composite talents in the field of financial technology are becoming more and more popular, which has become a key focus for banks to reserve talent. On June 5th, Shanghai Pudong Development Bank announced that it is now publicly recruiting senior management (expert) talents from the head office to meet the needs of business development. According to relevant job information, Pudong Development Bank's recruitment this time is mainly to supplement talents for the Technology Development Department of the headquarters. Specifically, the Technology Development Department of Shanghai Pudong Development Bank plans to recruit Chief Architect and General Manager of Application Development Service Centers in Shanghai, Hefei, Xi'an, Wuhan, and Chengdu. At the same time, the Platform Research and Operation Center of Shanghai Pudong Development Bank plans to recruit one Deputy General Manager. The above positions are all department heads (deputy positions) of the head office. Taking the Chief Architect of the Technology Development Department of the Head Office as an example, his job responsibilities require him to lead the formulation of the medium and long-term strategic plan for the technology development of Shanghai Pudong Development Bank, ensure consistency with the bank's "digital" strategy and business objectives, and ensure the effective implementation of the technology strategic plan. In addition, the Chief Architect has also been assigned relevant job requirements in leading cutting-edge technology research and grasping the overall architecture and technical direction of the entire bank. Overall, the talent recruitment of Shanghai Pudong Development Bank is closely related to the strategic approach formulated by the new leadership team of the bank. At the end of April this year, the new leadership team of Shanghai Pudong Development Bank emphasized their firm attitude towards achieving the "digital intelligence" strategic transformation at the company's performance conference. "The overall trend towards technology and changes in industry formats require us to consider how to position ourselves." Zhang Weizhong, Chairman of Pudong Development Bank, frankly stated at the performance conference that the financial industry has been studying transformation issues for a period of time, and most peers have proposed "digital transformation" - that is, through data elements, intelligent technology applications, etc., to further improve business methods, models, and formats. Regional banks are actively recruiting middle and senior management personnel from the head office of Nash Bank, and Shanghai Pudong Development Bank is not an exception. On June 3, Hunan Bank released a market-oriented recruitment announcement for mid level management personnel in 2024. The proposed recruitment departments include the Consumer Finance Department (head of the head office department), Large Company Line Management Department, Large Retail Line Management Department, High Risk Line Management Department, and Large Technology Line Management Department (all deputy positions in the head office department), as well as the Changsha branch, Yongzhou branch, and Xiangxi branch (deputy positions in the branch team). Securities Times reporters have found that earlier, many banks had already issued "talent seeking orders" for senior management personnel to the society, among which regional banks mainly focused on urban farmers and merchants had a higher level of participation. In mid-2022, Sichuan Tianfu Bank recruited talents globally, with senior management positions involving Vice President, Chief Information Officer, Chief Risk Executive Officer, and Board Secretary of the Head Office. In the same year, the official website of Anshan Bank released a market-oriented recruitment announcement for professional managers, proposing to recruit 1 head office president and 3 deputy head office presidents. From the situation in 2021, it can be seen that in the local rural credit system, many provincial cooperatives, including Liaoning and Heilongjiang, have also publicly selected local rural commercial bank (rural credit cooperative) executives, and the age limit is generally under 45 years old. In April 2020, Zaozhuang Bank publicly selected one head office president and one vice president nationwide; In July of the same year, Tianjin Bank announced that it would publicly recruit one president and three vice presidents. In 2019, Fushun Bank, headquartered in Liaoning, issued a public recruitment announcement for the head office president nationwide. Ten years ago, the bank publicly recruited its head office for the first time. At that time, Bi Guojun, former chairman and president of Jilin Commercial Bank, won the "audition" and became the bank's chairman, president, and party secretary in early 2009. Composite talents are the most favored. Upon careful observation of the recruitment announcements released by numerous banks, it can be seen that the trend towards younger management teams and the reshaping of technological genes has become an important driving force for banks to achieve transformation and innovation under the empowerment of financial technology. Therefore, many banks also aim to promote the establishment of a first-class talent team through open recruitment. From the recruitment positions released on the market, the positions that banks choose to publicly recruit not only involve the head office president, vice president, chief information officer, chief risk executive, board secretary, but also high-level technology talents such as technology department heads. "Not only is there a high demand for basic business and technical personnel, but senior management talents with rich technical experience and mature management perspectives are also in high demand." A senior banking practitioner in East China told Securities Times reporters. Taking the "Talent Seeking Order" recently issued by Shanghai Pudong Development Bank as an example, the job requirements of the chief architect of the Head Office's Science and Technology Development Department are: having work experience in large state-owned banks, joint-stock commercial banks or well-known financial related technology enterprises, Internet enterprises or other financial institutions, and having been engaged in information technology for 5 years or more; Proficient in IT project management, architecture design, and other fields of knowledge, with a deep understanding of banking application architecture, technical architecture, and data architecture. Have practical experience in leading major IT project direction decisions, important technical paths, and technology platform construction in the financial industry; Familiar with mainstream IT technologies and applications, familiar with the development and application trends of new technologies, with experience as an architect participating in more than 5 large-scale information technology system construction projects or important planning; Priority will be given to those with important job experience in the banking department and professional education experience in computer software. As early as two years ago, Industrial Bank also publicly recruited high-level technology talents, including Chief Information Officer, Head of Technology Department of the Head Office, Head of Credit Card Center (in charge of technology) of the Head Office, as well as Head of Technology Department and relevant departments or departments of Industrial Bank, totaling 15 people. At that time, Industrial Bank of China stated, "This move aims to further unleash the momentum of financial technology, promote the comprehensive transformation of digital business management throughout the bank, strengthen technology leadership and innovation drive." It not only aims to attract talents, but also to cultivate talents as the primary factor for the development of institutions and enterprises. The market-oriented selection method also helps to improve the optimization of resource allocation, promote industry efficiency improvement and high-quality development. "In recent years, many banks have hoped to publicly, fairly, and impartially select outstanding professional management talents through market-oriented methods, bringing new business concepts, models, and development ideas to bank operations, and injecting vitality into bank operations." Zhou Maohua, a financial market analyst at Everbright Bank, said. Overall, some banks select talents based on internationalization and marketization, while others maintain an open attitude and flexibly reserve, cultivate, manage, and utilize various types of talents. In fact, many banks hope to further improve the corporate governance structure and establish a mechanism for market-oriented selection and contractual management of senior management personnel through this. "The 'audition' of executives is not without bottlenecks, and it is also necessary to carefully consider whether market-oriented talents have sufficient understanding of bank operations, corporate culture, etc." A person in charge of human resources at a state-owned large bank pointed out to Securities Times reporters that although introducing external talents with higher technological literacy can promote bank innovation, there is also a possibility of encountering situations where they are not adapted to the local conditions. The above-mentioned individuals further stated that although introducing talents is crucial for the development of banks, compared to talent introduction, how to build and improve internal talent cultivation mechanisms, as well as how to fully tap into the potential of existing talents, are the key to promoting the healthy and sustainable development of banking institutions. "Only by establishing a sound talent cultivation system and ensuring that talents can continue to grow and progress, can banks continuously emerge high-level and innovative outstanding talents, providing a continuous source of power for the long-term development of institutions." The person emphasized. (Lai Xin She)