The recruitment of teachers at China University of Geosciences has caused controversy, and many children of leaders have passed the preliminary examination
Recently, the list of those who have passed the preliminary examination for the recruitment of teachers in 2024 announced by the School of Water Resources and Environment of China University of Geosciences has aroused widespread attention and heated discussions. The list prominently shows a number of children of leaders, including Zhang Boaiqi, the son of Zhang Shouting, director of the Development Planning and Discipline Construction Office, a doctoral student of the dean of the college, and a doctoral student of the vice dean, another postdoctoral co-supervisor. This news quickly became the focus of heated discussions among the media and netizens.
According to the public information, Zhang Boaiqi and other 8 applicants successfully passed the preliminary examination and planned to be hired as teachers at the school. However, when netizens carefully examined the backgrounds of these applicants, they found that many of them were children of school leaders. This obvious phenomenon of "inbreeding" has not only raised questions about the fairness of recruitment, but also caused people to worry deeply about the recruitment system of universities.
This incident quickly fermented on the Internet, triggering widespread attention and discussion. Many netizens questioned the fairness and transparency of this recruitment, believing that it was unfair to other applicants. They believe that schools should pay more attention to the candidate's ability and professionalism when recruiting, rather than family background and relationships.
In the face of the doubts and pressure of public opinion, the China University of Geosciences responded quickly. The school said that the publicity webpage has been taken off the shelves, and said that the publicity period has ended, and it will reply to the matter in a unified manner. At the same time, the school also called on everyone to look at this matter rationally and not to over-interpret and speculate.
However, the discussion about fairness and transparency in recruitment has not subsided. In fact, this is not the first time that similar problems have arisen in college recruitment. At the beginning of last year, a state-owned enterprise also attracted public attention because the proposed personnel were the daughters of leaders. People are beginning to question whether the phenomenon of "inbreeding" in college recruitment has become a pervasive unspoken rule.
At the same time, the recruitment of a technology company in Hangzhou has also sparked heated discussions among netizens. When recruiting for positions such as product managers and senior software engineers, the company clearly requires candidates to have a "double first-class" academic background. This requirement was interpreted by the majority of netizens as "academic discrimination", which sparked a discussion about workplace fairness and academic background.
In today's society, fairness and justice are the values that people generally pursue. Whether it is in the recruitment or job search process, we expect to see a level playing field, an evaluation system that only looks at ability, not background. However, the reality is often not as good as it could be. Some employers often have a preference or discrimination against certain groups in the recruitment process. These prejudices and discrimination often stem from stereotypes, stereotypes or interests of certain groups.
For colleges and universities, as an important base for cultivating talents, they should pay more attention to the fairness and transparency of recruitment. Colleges and universities should select talents based on professional quality and comprehensive ability, rather than family background or relationships. Only in this way can we truly achieve fair competition and allow more talented people to stand out.
Of course, we can't ignore the complexities of reality. Relationships and interests do have a certain influence in the recruitment process. However, this does not mean that we should abandon the pursuit of fairness and justice. On the contrary, we should work harder to promote the reform and improvement of the recruitment system, so that fairness and transparency become the norm in recruitment.
Surveillance by the media and the public also plays an important role in this process. Only through the supervision and appeal of public opinion can the relevant parties pay more attention to the fairness and transparency of recruitment. At the same time, we should also encourage more people to actively submit resumes and participate in applications, and take practical actions to promote the realization of fairness and justice in the workplace.
In short, fairness and justice in the recruitment and job search process are the focus of every professional in the workplace. We should work together to promote a fair, transparent, competency-based evaluation system. Only in this way can we truly realize the rational allocation and effective use of talents, so that every talented person can play the greatest value in the position that suits him.
#China University of Geosciences##教师岗#