What do you think of the phenomenon of “carrot recruitment” for state-owned enterprise leaders?

I think the practice of clearly stating the relationship with the leadership in the recruitment notice is not worth recommending. I think it is suspected of "carrot recruitment".

Recently, the official website of Changjiang Design Group Co., Ltd. released information on the third batch of candidates for 2023. One of the candidates showed his relationship with the leader in the remarks, which attracted attention.

Many people believe that this matter is suspected of "carrot recruitment." The so-called "carrot recruitment" means that public institutions or state-owned enterprises assign specific positions to pre-determined candidates during the recruitment process, excluding other applicants. Such recruitment goes against the principles of fairness and justice, violates relevant laws and regulations, and is unacceptable to the public.

In the face of public doubts, staff of the group told reporters that according to company regulations, the proposed personnel are the spouses and children of the group leaders, chief engineers, deputy chief engineers and the main persons in charge of each unit. Disclose relevant information together and accept public supervision.

The staff of the group believe that the disclosure of the above information reflects the openness, fairness and impartiality of recruitment. Putting the relationship in the open is indeed a kind of publicity, but it cannot be simply concluded that this kind of recruitment does not undermine fairness and justice.

It is a clear system requirement for leaders of state-owned enterprises to implement a system of appointment and avoidance of official duties. The purpose is to prevent conflicts between the personal interests of state-owned enterprise leaders and the interests of state-owned enterprises, and to ensure that leaders of state-owned enterprises can be objective, fair, and Perform duties lawfully.

Children are one of the main stakeholders in the avoidance of office and official duties of state-owned enterprise leaders. The open recruitment of children of corporate leaders like Changjiang Design Group has hit the bottom line of the system.

Good companies offer high salaries and don’t have to worry about recruiting talents. It is understandable that business leaders want to find promising positions for their children, but doing so will inevitably arouse public doubts.

Taking risks and facing criticism to find jobs for the children of corporate leaders is indeed suspicious. In this batch of public lists, the vast majority of candidates have diplomas from prestigious domestic schools. Only the daughter of the leader of the group graduated from the University of Nottingham Ningbo with a bachelor's degree and a master's degree from the University of Nottingham. It is worth exploring whether companies are hungry for talents, or whether business leaders are hungry for jobs for their children.

Even if the Yangtze River Design Group considers itself to be a "promoting talents without avoiding relatives", it should understand the direction of the system, understand the masses' anxiety, consciously improve the avoidance system, and cannot go against the trend.