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The advancement of new infrastructure requires a large number of professional talents. For example, the construction of 5G networks requires engineers who are proficient in communication technology, and the operation of big data centers cannot be separated from data management experts. Recruiting these talents is not easy and requires precise human resource strategies.

When companies participate in new infrastructure projects, they face the challenge of talent competition. On the one hand, excellent technical talents are in short supply; on the other hand, competitors are also trying their best to attract talents. In order to attract and retain talents, companies need to provide competitive salary and benefits, a good working environment and broad development space.

In terms of remuneration and benefits, not only should the basic salary be attractive, but also a wealth of incentives such as bonuses and equity should be provided. At the same time, a complete welfare system, such as health insurance and paid vacations, can also increase employees' sense of belonging.

A good working environment is equally important for talents. Modern office facilities and comfortable office space can improve work efficiency. An open and inclusive corporate culture that encourages innovation and teamwork can inspire employees' creativity and enthusiasm.

Broad development space is one of the key factors in attracting talents. Providing employees with training and promotion opportunities and letting them see the career development prospects within the company will help retain talents. At the same time, giving employees a certain degree of autonomy and decision-making power will allow them to give full play to their talents.

However, there are also some problems in the recruitment of talents in the new infrastructure field. Some companies pay too much attention to academic qualifications and work experience during the recruitment process, and ignore the actual ability and potential of applicants.

In addition, the results of some recruitment channels are not ideal. Traditional recruitment websites may not be able to accurately match professionals in the new infrastructure field. Therefore, companies need to innovate recruitment methods and expand recruitment channels.

Using social media, industry forums and other platforms to publish recruitment information can more effectively reach target talents. At the same time, establishing cooperative relationships with universities and research institutions to cultivate and reserve talents in advance is also a good choice.

For individuals, engaging in the new infrastructure field is a choice full of opportunities. However, it is also necessary to continuously improve one's own abilities and adapt to the rapid development of the industry.

Learning new technologies and knowledge and keeping up with industry trends are the keys to gaining a foothold in the new infrastructure field. At the same time, accumulating project experience and improving the ability to solve practical problems can increase personal competitiveness.

In addition, building a good network of interpersonal relationships and establishing a good reputation in the industry will also help individuals gain better development opportunities in the new infrastructure field.

In short, the development of new infrastructure is inseparable from talents, and the recruitment and training of talents requires the joint efforts of enterprises and individuals. Only in this way can we promote the sustainable development of new infrastructure and inject new vitality into the digital economy.