1.3 Recruitment Strategy To drive its strategies towards success and operate in accordance with its Anti-Corruption Policy, GC does not employ government officials* currently in office or civil servants as regular employees. Additionally, GC focuses on recruiting and hiring employees who are equipped with new knowledge and skills in job categories essential to the business and seeks to expand hiring modes and apply technology to work processes to increase efficiency. Adjustments made the work processes to accommodate the new system in 2024 included adding an online job application channel to cater to target groups and fostering good relations with various educational institutions to offer internships and educational tours to prepare the next generation. Furthermore, GC continued the employee referral program from previous years to encourage employees to recommend qualified candidates suitable for the organization, and various projects were undertaken to enhance the corporate image among external applicants who were target groups through social media. Remark: * The definition of government officials is based on the Anti- Corruption Policy of GC Group. https://www.pttgcgroup.com/storage/ document/cg-anti-corruption/pttgc-anti-corruption-policy-en.pdf) project also aimed to raise awareness of the importance of upskilling and reskilling to attract and expand the applicant pool of candidates with at least 5 years of experience. For this purpose, GC created videos and announced job postings for eight main positions: Digital, Sus t a i nab i l i t y , I n t e r na t i ona l Bus i ness , Researchers, Business Analysts, Process Engineers, Sales, and Project Engineers, on Facebook and LinkedIn, giving GC data of 1,868 job applicants and over 1,052,602 views for the videos. 1.3.2 The GC Career project was initiated, in which employees from various job positions, such as Sales, Engineers, Researchers, Accountants, Analysts, Marketing, and Digital roles, were selected to provide insights into their job descriptions, required skills, work life, and employee care within the Company. Banners for the project were posted Facebook to foster engagement with employees, encouraging their participation in promoting a good initiative of the Company. This project helped reduce expenses in media production and enhance the efficiency of internal-to-external communication. 1.3.3 GC participated in PTT Group Career Day, an on-site even organized by PTT Public Company Limited to introduce PTT Group’s businesses and vacant positions to promote awareness of the group’s businesses and growth opportunities for job seekers. In this event, actors from the Synergos Project Part II in the Sustainability, International Business, and Digital Transformation functions were also invited to share their work experiences with the attendees, drawing a large number of applicants to GC’s booth. As a result, GC received a total of 275 job applications for various positions, with a satisfaction rating of 86% from visitors. 1.3.4 The “GC: Hot Job of the Month” monthly campaign was held to pool vacant positions together and increase awareness of the job openings in order to attract and recruit candidates with required skills for the job vacancies. A total of 62 job posi t ions were announced via Facebook, LinkedIn, and Line Official Account at the beginning of each month from January to October 2023, and over 4,435 applications were submitted. 1.3.1 The Synergos Project Part II campaign was launched to introduce to the general public and followers on social media channels GC’s job positions, work life, and organizational culture in order to modernize the corporate image. The 167 PTT GLOBAL CHEMICAL PUBLIC COMPANY LIMITED Form 56-1 One Report 2023
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