Open recruitment mechanisms and institutions need to be improved

[Abstract] employment situation in the financial crisis and tension in the case of relatively stable institutions is undoubtedly the jobs scarce resources, competition intensity for all to see. Subject to open recruitment can solve the new staff information is not open, transparent process, unfair competition for jobs, government regulation and other issues not in place by the social pArties at home. However, staff of public institutions around the recruitment process, the individual elements may still be some drawbacks, an element of unfairness still exist, the need for more transparent, better mechanism to discipline and supervision, to achieve truly fair and just.

[Keywords:] institutions; open audition; mechanism; perfect

The end of 2005 the Ministry of Personnel issued a <<Interim Provisions of open recruitment and institutions>> from January 2006 onwards, institutions across the open recruitment system was introduced gradually. Shenzhen walk ahead of the country, stArting in 2003 to explore and implement open recruitment model, in January 2005 first introduced a creative way <<Shenzhen City, a unit clerk hire appointment Regulations>> the spirit of "open, fair, transparent and merit-based" principle, the scope of open recruitment, conditions, procedures , authority, methods have made it clear that changing the institution into the non-standard, not strict conditions, expand the selection horizons and improve the quality of personnel. openly recruited by the municipal depArtments in charge of personnel recruitment notice issued, the organization written; administration depArtments or business units organized under the relevant provisions of the interview, physical examination, assessment, and gradually form a relatively fair and mature mechanism. openly recruited in good working order condition, is worth the experience gained promotion and reference. However, this mechanism is not perfect, in the declaration of the employer and interview Nipin post secret operations and other aspects of the problem may exist; test content, form a single, easily lead to neglect of the actual working capacity of the drawbacks of the candidates. open recruitment system looks beautiful, in essence, implicit memory with an element of unfairness, openly recruited to do essentially beautiful, mechanisms need to be further improved. especially for the beginning of the implementation of public institutions where recruitment is pArticularly important.


1 problem

1.1 Institutions to become leading cadres of individual family members "quasi-private plots." Challenge system around individual administrative departments and institutions under the leadership of the family, can still apply for the administrative departments directly under the jurisdiction of several institutions. In the interview by the administrative departments of the case, if such short-listed candidates written test results, and other short-listed candidates will be foil.

1.2 The personal conditions of the employing unit to set the post office to be open recruitment conditions. Nipin individual units in the reporting of individual positions, based on candidate's personal tailor-made to set the conditions for job conditions set by the job title or job-related professional The other conditions do not match. such as the general non-specific professional administrative positions require years of administrative experience, economics, engineer; and technical positions unrelated to the automotive industry requirements of automotive technology and marketing expertise; unclassified positions to be party members, not driver's license requirements to run the field, as well as gender requirements, limiting the most qualified candidates to apply for individual jobs, reduced the intensity of competition post.

1.3 above the city level departments reporting recruitment of personnel in charge ratio of less restrictive types of jobs, employers have too much autonomy. Some units are more administrative staff already, still recruiting administrative staff; more than a dozen of the units of accounting can also apply for recruitment again accounting. staff ratio is irrational, certainly affected their work, or that the preparation of the unit surplus, or even overstaffed.

1.4 The written content across the board. In addition to nursing, medical and educational, the other end by different sectors of the general class of jobs. Generally limited to general knowledge type of examination content and vocational ability test, comprehensive knowledge of administrative capacity and the main test of basic legal knowledge, professional competence test of different professional too general. Written on the candidates ignored the practical work and professional standards of the examination, there is biased and so on. Although some of the interview to learn about candidates, but after all, only the 1:3 interview, selection of the best range is limited.

1.5 form of a single exam. Single test mode is not conducive to the different industries and different levels of professional expertise and the overall quality of candidates to the examination, written test score does not fully represent the knowledge and level of technical expertise the ability to work, mode of examination will inevitably step by step ability for some candidate or candidates have been repeated in the form of questions and the basic content is very familiar with the candidates, in a number of training into the top three in the interview. so-called "merit principle" lost its meaning.

1.6 Interview default candidate. The interview by the executive in charge of personnel department of organizations, interviewer and interview subject has to decide, is more subjective factors, the most prone to "black-box operation," the crucial element. There are two possible situations: one goal short-listed candidates Even at the Bottom of the written test results, even compared with a length behind the top two will also rise by suppressing not place top two pulling interviews, questions and answers in advance and even leaked to the target candidates, to interview performance shook his lead, to achieve the total The purpose of the first performance; second goal of the candidates did not enter the interview, shortlisted candidates to interview can result failed to make the work of abortion recruit this position.

1.7 The failure to post the interview to set the examination room professional categories. Some exam will focus on the different positions of the candidates interviewed in the same examination room, answering the same questions. Such as self-introduction, the lifetime of the most memorable or the most successful things in life or the most influential books people understand what the other units, most of the popular content is vague. I do in a staff interview the examination room, whether administrative, secretarial or technical positions of the candidates, the answer is "the biggest book of life" in problems, most of the answer is <<Three Kingdoms>>. This way of interviewing the candidates seem very fair, but fair is only a mere formality, it is difficult assessment of candidates in different professional positions.

1.8 Use of the new Jinzhi personnel. Do not openly recruited top talent, open recruitment is the low end of the general staff, especially for professional and technical requirements of the general position is not too high, the new Jinzhi staff if there is no "relationship" is likely to be entrusted with a lower level of general long-term work. such as non-professional Master of the administration was placed in the office in general administrative work, and even odd jobs, errands, resulting in neglect of professional and technical personnel, lack of enthusiasm for work. reposted elsewhere Download Center free papers continue to improve mechanisms http://www.hi138.com 2

(1) shall not engage in should be included to avoid the object is the same in the administrative leaders of departments and institutions directly under the leadership positions.

(2) above the level of recruitment of personnel departments strictly limit the conditions of the individual posts set and the ratio of job categories in the institutions before the implementation of position management, recruitment executive management positions for some constraints.

(3) to strengthen the supervision of the whole process of recruitment, especially the interview part of the monitoring work. After years of practice, the civil service recruitment system more perfect, is relatively fair. Shenzhen City, from 2008 onwards, unified organization of the municipal personnel bureau open recruitment of civil servants qualification review and interview, the examiner selected by the Bureau of Personnel Organization, focused interviews. public institutions to recruit staff, the same can be the effective way to fragment the interview sub-categories for professional, full video and interviews to monitor, further reflect the work of an open recruitment fair and just principles.

(4) above the level of the personnel department in charge of the selection of experts set up public library staff recruitment specialists. Into the examiner library staff to be both ability and integrity, with a certain professional level and specialized training, each organization openly recruited and when the City Personnel Examiner bank examiners randomly selected in May .2008 Shenzhen Public Art sports experts selected pool of experts to establish a new staff recruitment initiatives, followed by an open audition successful interview vocal talent. In addition, the expert examiner can also work with the library expert assessment of professional titles library resource sharing.

(5) enhance the professional knowledge written content.

Institutions about two-thirds the proportion of professional and technical personnel, comprehensive examination alone may not be appropriate knowledge and professional ability, and even professional standards of assessment is more important than the overall knowledge. According to industry professionals need a comprehensive assessment of the candidates level of expertise, the overall quality and capacity, can refer to professional titles examinations, increase economic, accounting, auditing, statistics, foreign languages, law, engineering and other professional knowledge of the test series.

(6) examination of diversification. By increasing the content of case studies, focusing on test of the candidates to discover, analyze and deal with practical problems. Bao'an District, Shenzhen interview to recruit new staff, the use of targeted scientific proposition, and the After the assessment test, the effect is good; City art school vocal talent recruitment, written by the first interview the way, the result is the candidates, schools, examiners, personnel departments Quartet satisfied, happy.

(7) classification of different sectors of the professional public recruitment, the staff may be more suitable for different sectors of employment.

(8) above the level necessary to strengthen the personnel department in charge of follow-up of open recruitment tracking. Jinzhi of employers and staff to track the new focus on track professional and technical staff positions in place as well as the work of adaptation, to detect an open recruitment problems and adjust the relevant policies, employers are free to set norms posts or personnel issues.

3 Operability Analysis
Expertise can be standardized test, marking operation is not difficult. Can be general knowledge, professional knowledge and case studies written test results by a certain percentage of synthesis results. To reduce the difficulty of the operation to obtain comprehensive knowledge and expertise, after passing grades into the case analysis examination, the top three to the interview, or to consider case studies into the interview.

Propositional knowledge exam general knowledge than the simple difficulty of relatively large, the workload will increase. With the increasing pressure over employment, higher levels of competition, the social influence increases, compared to increase of examination content or form of the difficulty arising from the actual social benefits of higher efficiency and far-reaching significance.

Conclusion: institution open recruitment system is the personnel system reform, an important part, whether it is fair, impartial and transparent mechanism is perfect, all aspects of the social issues of common concern, but also for the embodiment of the image. How to reflect the true fair and just , transparent, merit principles, to enable candidates to be assured that the people are satisfied, and constantly improve the mechanism of open recruitment and institutions, the good staff "entry" Off on the reform of personnel system to ensure the smooth play a crucial role.


References
[1] National Bureau of Personnel, "<Interim Provisions on institutions open recruitment>>
[2] Shenzhen City Bureau of Personnel, "<Shenzhen City, a unit clerk hire appointment Regulations>> all previous <" Publicity staff recruitment notice>>, Shenzhen Bureau of Personnel Web site.

[3] Hou Fuxing, "<of the personnel system reform with the" human "system first specification>>, 2007.2.7. Xinhuanet.

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