What's the difference between directional recruitment and non-directional recruitment?

Targeted recruitment of teachers: teachers are assigned to rural areas through examinations, and it is difficult to find jobs now. In the past, many teachers were reluctant to go to the countryside, and many people in rural areas went out to work, resulting in many rural areas without students and teachers, and there were surplus intern teachers in cities. Now assigning teachers to rural areas can solve the employment problem of some people on the one hand, and let students studying abroad return to rural areas on the other.

Non-directional recruitment is a normal teacher recruitment, which mainly recruits teachers through examinations.

Directional recruitment can be divided into job orientation and condition orientation. Conditional orientation means that the recruiter has made clear the specific direction or purpose in advance and has certain conditions, while work orientation requires the recruiter to serve in a certain position in a certain area for a certain number of years.

Directional recruitment of public institutions refers to the recruitment of four project personnel by ordinary college graduates after the expiration of grassroots service. The four project personnel are university student village officials, special post teachers, three support and one support staff, and western volunteers.

Extended data

1. Standardize the recruitment process and establish a scientific and effective recruitment system. The quality of recruitment does not depend on your expenses, but on clear job requirements, suitable recruitment methods and standardized recruitment procedures. In order to prevent the phenomenon of camouflage in the recruitment process, recruiters must formulate recruitment processes and procedures, including determining recruitment needs, releasing recruitment information, informing recruitment results, and evaluating recruitment itself.

Recruiters should get more information about job seekers. Recruiters are required to actively collect information about job seekers, including interviews and psychological tests, in order to obtain hidden information of job seekers, such as personality, potential and personality. Recruiters can also verify the authenticity and ability evaluation of job seekers' materials through various channels, such as former employers, graduate schools of job seekers and headhunting companies.

3. Recruiters should adopt different recruitment skills and methods. When evaluating candidates, recruiters can conduct psychological tests, professional skills tests, interviews, scenario simulations, etc. In addition, error correction technology should be adopted to overcome information asymmetry, and the recruitment technology of "trusted information transfer method" should be applied according to the changes and different stages of information development. Of course, it is profitable for recruiters to obtain information, but it also needs to pay a certain cost. The degree to which recruiters should obtain information depends on the balance between the cost and income of the enterprise.

References:

Baidu encyclopedia-targeted recruitment

References:

Baidu encyclopedia-? newcomer