1. Introduction

With the rapid development of the Internet industry, the demand for professionals in data science, computer software, e-commerce and other fields has surged [1]. As one of China's leading Internet companies, Baidu's talent recruitment and training strategy has attracted much attention. Baidu has successfully attracted numerous high-quality talents through its precise talent recruitment strategy and selected outstanding talents through various channels, including campus recruitment, social recruitment, and internal recommendations. Additionally, Baidu emphasizes talent cultivation by providing regular training and learning opportunities to help employees grow continuously. At the same time, Baidu has established a comprehensive talent incentive mechanism to stimulate employees' creativity and innovation ability. These measures have enabled Baidu to achieve significant results in talent management [2-3]. This paper employs case analysis and comparative research methodologies to delve into Baidu’s strategies in talent recruitment, development, and corporate culture cultivation. It aims to encapsulate the company’s successful practices and identify its deficiencies. The findings of this study are intended to furnish valuable theoretical insights and practical guidance for talent management within the internet sector, thereby contributing to the industry’s robust growth.

2. Talent Recruitment

Baidu's strategic planning and implementation measures in the field of talent recruitment fully demonstrate its profound understanding and respect for the core value of talent resources. The company employs a diversified recruitment system, building a diversified recruitment system aimed at comprehensively and from multiple angles to explore and attract various outstanding talents. This approach ensures the fulfillment of its development needs across various fields and organizational levels.

2.1. Fresh Graduates

Baidu adopts a forward-looking and systematic strategy for the newly hired group of fresh graduates. Baidu actively expands its campus market, participating in various campus lectures and job fairsand establishing long-term and stable cooperative relationships with well-known universities domestically and internationally. By jointly organizing seminars, lectures, internship projects, and customized enterprise courses, Baidu identifies and cultivates a group of young talents with solid professional foundations, active innovative thinking, and good development potential in advance. Through systematic training, these new employees can quickly adapt to Baidu's work environment and gradually grow into the backbone of Baidu's future development, providing a continuous source of vitality for the company's continuous innovation [4].

2.2. Professional talents

For professional talents with rich work experience, Baidu fully utilizes social media platforms such as LinkedIn, WeChat, Weibo and professional recruitment websites such as Zhaopin, 51job, as well as various industry forums and academic exchange platforms to publish recruitment information, expand search scope, attract and inspire talents with profound professional skills and unique insights to join [2]. During the resume screening stage, Baidu employs techniques such as keyword matching, experience evaluation, and project experience review to ensure the selection of high-quality candidates who meet the job requirements.

2.3. Interview process

Baidu's interview process is meticulously designed, incorporating diverse assessment methods. These include technical interviews, behavioral interviews, case analyses, and team interactions. The technical interview focuses on examining the candidate's professional theoretical knowledge and practical skills; Behavioral interviews focus on their past work experience and problem-solving strategies; Case analysis requires applicants to demonstrate their ability to think independently and solve complex problems; Team interaction values the candidate's teamwork spirit and leadership potential. The entire interview process aims to comprehensively and stereoscopically evaluate the comprehensive qualities of applicants, ensuring the selection of high-quality talents who meet Baidu's culture and job requirements.

Baidu recognizes that talent is the primary productive force of enterprises. Therefore, its strategic layout in talent recruitment Its strategic efforts in talent recruitment not only focus on casting a wide net to discover potential but also emphasize establishing a fair, transparent, and scientific selection process. This ensures that every employee who joins Baidu can find space to play to their strengths and realize their value, thereby promoting the company's sustained and stable development.

3. Talent training

3.1. Internal training system

Baidu has developed a robust and comprehensive internal training system aimed at enhancing employees' overall competencies and professional skills. This system covers multiple dimensions such as technology, management, and professional ethics, aiming to meet the learning needs of employees at different levels and positions in their career development process [4]. For newly hired employees, Baidu has established a systematic on-boarding training program, which includes company culture cultivation, a general understanding of business processes, explanations of rules and regulations, and basic skills training, to help new employees quickly integrate into the team environment, clarify their role positioning, and better adapt to and be competent in their work.

For existing employees, Baidu provides a wide range of advanced training courses and specialized seminars, including cutting-edge technologies, management methods, team collaboration, professional ethics, and other aspects. The training methods are flexible and diverse, including online courses, offline lectures, practical projects, etc., to meet the learning needs of different employees. Encourage employees to actively participate in external professional training and industry exchange activities, continuously improving their professional skills and overall quality [4].

3.2. Mentorship System

Baidu has implemented a mentorship system designed to offer new employees personalized guidance from seasoned mentors. These mentors serve dual roles, acting as both business advisors and personal life coaches[5]. They provide comprehensive guidance and assistance to new employees to adapt to the new work environment and master complex business knowledge and skills with their profound industry experience and unique insights.

These mentors will patiently impart their accumulated professional knowledge and practical experience to new employees, including work skills, communication strategies, and project management. They also share their insights and experiences in the industry, helping new employees better understand the industry environment they are in and providing a clear vision and path for their future career development. This one-on-one coaching method enables new employees to grow rapidly in a short period of time and play a positive role in the team.

In addition to providing guidance on business, mentors also offer advice on work-life balence for new employees. They provide practical life advice to new employees drawing on their own experiences to assist trainees in managing workplace relationships and balancing personal and professional commitments. Under the guidance of mentors, new employees can not only quickly master business knowledge and operational skills but also understand the core values and cultural heritage of the company, thus better adapting and integrating into the company's team culture [4].

The mentorship system also plays a crucial role in instilling Baidu's corporate values and ethics. Mentors help new employees develop a positive career outlook and professional attitude, addressing workplace challenges effectively. This personalized coaching approach helps to stimulate the potential of new employees, improve their self-awareness and career competitiveness, while also enhancing the cohesion and motivation for continuous development within the team [4].

4. Corporate culture

4.1. Cultural concept

The emphasis on "simplicity and reliability" in Baidu's corporate culture is a powerful engine for sustained development of the enterprise [2]. In terms of work style, it actively encourages employees to approach tasks with a straightforward and efficient attitude, thereby greatly improving work efficiency, and advocates close collaboration among employees to form a strong work force. In creating an collaborative atmosphere within the company, great emphasis is placed on building trust and respect among employees, and establishing harmonious and stable working relationships. What's more, it strongly advocates employees to actively explore new technologies and ideas, which enables Baidu to always be sensitive to new opportunities and constantly launch innovative products and services in the rapidly changing and competitive Internet industry environment. From the perspective of products and services, this cultural concept runs through the entire process. Baidu is committed to carefully creating simple, easy-to-use, and trustworthy products and services. From the convenience of search functions to the reliability of various value-added services, it embodies the cultural essence of "simplicity and reliability", which further enhances users' recognition and loyalty to the Baidu brand, laying a solid foundation for the long-term development of the enterprise.

4.2. Cultural construction activities

To actively promote the formation of a united and collaborative working atmosphere within the company, and effectively enhance employees' sense of belonging and loyalty, Baidu has carefully planned and organized a series of rich and colorful cultural construction activities [3]. These activities aim at meeting the needs of employees from multiple dimensions, promoting interaction and individual growth between teams.

Team-building activities are crucial to guide employees out of the office and strengthen communication and collaboration through a series of carefully designed team games, challenge tasks, or case studies. For example, team building activities aim to strengthen communication and collaboration between teams. They cultivate teamwork, improve collective problem-solving skills, and enhance mutual understanding. Employees develop a stronger sense of collective honor and belonging, which contributes to organizational cohesion.

The technical exchange and sharing meeting is aimed at promoting knowledge sharing and skill inheritance among employees. By learning from peers’ expertise and innovative approaches, participants gain broader perspectives, improve professional skills, and boost their motivation for self-innovation.

Moreover, recognizing employees’ birthdays reinforces their sense of value and belonging. These celebrations foster a warm and caring corporate environment while strengthening interpersonal relationships and team cohesion. Such team-building activities can increase employees' recognition and loyalty to the company and colleagues, help reduce employee turnover, and provide a solid foundation for the stability of Baidu's team.

5. Conclusion

This investigation delves into the talent management framework employed by Baidu, with a particular emphasis on the company’s strategies for the attraction, development, and retention of exceptional talent. It examines the precision of talent recruitment strategies, the focus on holistic talent development, and the reinforcement of corporate cohesion through the cultivation of corporate culture.

To adapt to new challenges and opportunities in the rapidly evolving Internet industry, Baidu has focused on strengthening its company culture through initiatives such as fostering innovation, enhancing collaboration, and promoting a growth mindset. These efforts have led to a more engaged workforce and improved organizational agility. This study offers a useful reference for talent management in the Internet industry, serving as a benchmark for similar enterprises.

The research in this article is mainly based on the case analysis of Baidu, which may have certain limitations. Future research can consider more cases of Internet companies to more comprehensively explore the talent management model of the Internet industry. In addition, research can also be combined with quantitative data to further validate the proposed theories and conclusions.