How to treat the reserve cadres recruited by enterprises?

This problem is divided into two parts:

1. The recruitment position is a "reserve cadre", but it is actually just another meaning: what you are asked to do now is a general position, and there will be opportunities for development in the future. No one can describe the job responsibilities of "reserve cadres", so "reserve cadres" is actually just a "concept" rather than a recruitment position.

2. Enterprises need "reserve cadres". According to the needs of enterprise development, some positions need a long training period. Therefore, it is necessary to reserve a long-term training in advance in recruitment, and during the training period, you may need to take up various jobs to adapt to the "cadre" work that you are expected to be competent in the future. This is a clear target position, which must be "reserve sales manager" and "reserve production workshop director", and it is not reflected in the recruitment information. Even if it is, it must be a specific reserve for a cadre position, because no enterprise will be stupid enough to train a person who only wants to be a leader in the future. What kind of leader doesn't matter unless it is the boss's son.