Introduction: Recently, a colleague from the unit who came through the "talent introduction" in 2021 was admitted back to his hometown through open recruitment. Just a few days after this colleague left, colleagues in the unit were saying, "Alas, the people who introduce talents can't be retained, and it is better to use these indicators to openly recruit career personnel." From 2020 to 2021, the unit passed the talent introduction, and there were four new colleagues below, and now there is only one person left.
The advantages of talent introduction
1. The organization and recruitment method of "free written test" attracts attention
We all know that the introduction of talents in public institutions is different from that of ordinary institutions in terms of organizational recruitment, and the most important thing here is that the introduction of talents does not need to pass the written examination, and the interview is conducted directly if they meet the registration conditions, which saves a big link for the recruitment of ordinary public institutions, so the "exemption from written examination" has also attracted a large number of people.
2. The high requirements for registration control the number of reference personnel, and the chance of landing is greater.
Due to the fact that the policy of talent introduction in each place is not very unified, and there is no clear hard and fast regulation on the conditions for talent introduction, here I deliberately found the previous talent introduction announcement in my county, and the above recruitment conditions are for reference only, please see the figure below
From the point of view of recruitment conditions, the high recruitment conditions mentioned here are mainly in terms of academic qualifications, undergraduate is limited to the scope of "double first-class" universities, and if it is a master's degree or above, there is no restriction on schools.
In terms of academic qualifications and graduate schools, 50% of people have been turned away, and with other restrictions, the number of people who can sign up will be much less than that of open recruitment, so the chance of landing is greater.
3. There are "invisible" advantages for future promotion
In order to introduce talents, in addition to setting some necessary registration conditions, there are also other preferential policies, which are different in each place, I also checked the policies of other places on the Internet, some places are housing subsidies, preferential settlement policies, awards and subsidies, etc., but these are the policies of some big cities, because I am a small county, so the policy may not be as attractive as the big cities, let's take a look at what other preferential policies are in my area, please see the figure below
From the above figure, we can see that the main policies are promotion, job title employment, free housing, although these policies do not have the real money in big cities, but for a small county is already good, especially for the kind of people in other places Free housing solves a lot of pressure.
Let's take a look at the promotion policy, after the expiration of the probationary period, the doctoral can serve as the leader of the main department of the public institution or enjoy the corresponding seventh-level staff treatment, and the graduate student is the deputy department, and the undergraduate can be promoted to the deputy department or the corresponding eighth-level staff after the assessment after the expiration of the probationary period for 3 years.
This is the hidden promotion space of talent introduction, not to mention what is the concept of being able to exchange three years for a career associate in a county, so this is still more attractive.
The current dilemma of "talent introduction".
1. The turnover of personnel is large, and it is difficult to retain the talents attracted
We all know that some positions in public institutions and civil servants recruitment examinations have a minimum service period, but some of them do not have a minimum service period in the introduction of talents, which directly leads to the introduction of talents who leave after a long time, resulting in a waste of resources.
On the other hand, from a personal point of view, some people see this as a transition or a springboard, and most people still develop in a higher and better place when they encounter the right opportunity, so it is difficult to retain talents.
2. It seems that the work treatment is generous, but there are certain difficulties in the actual implementation.
We don't know anything else, but I know and know my area. The announcement made it clear that graduate students can enjoy the treatment of deputy subjects after passing the probation period, but as far as I know, there are very few people who can enjoy this policy. No matter how good the policy is, if it can't be implemented, I'm just talking.
The main reason why it cannot be cashed out is that the administrative level is too low, and how many public institutions at or above the deputy section level can be counted in a county, coupled with the competition for personnel, there are very few places that can really be taken out to introduce talents.
Written at the end: "Talent introduction" still has a long way to go if you want to really bring in talents and stay, not only in terms of material treatment, but also in other aspects to have perfect policies. Local governments should not just be responsible for the next things after "bringing in" and ignore them, if this is the case, it is better not to do it, but it is better to recruit them through open recruitment, so that the effect will be better.
(The above full text is a personal opinion, if there is any inappropriate, please criticize and correct)