Why should institutions simplify the examination procedures for recruitment?

All institutions in Tianjin will have a unified examination this year, and the specific time has not been fixed.

The "Implementation Measures for Open Recruitment of Public Institutions in Tianjin" will be implemented on the 23rd.

It was learned from the relevant departments of Tianjin that in order to realize the scientific, institutionalized and standardized personnel management of public institutions and standardize the recruitment behavior of public institutions, the "Implementation Measures for Open Recruitment of Public Institutions in Tianjin (Trial)" jointly formulated by the Organization Department of Tianjin Municipal Committee and the Municipal Human Resources and Social Security Bureau was officially released and implemented on the 23rd.

After the implementation of the "Measures", except for policy resettlement, appointment by superiors according to the cadre and personnel management authority, and confidential positions, all new employees in public institutions will be openly recruited. For high-level talents who are in urgent need of introduction, with senior professional and technical positions or doctoral degrees, they can be recruited by direct examination, or with the approval of the competent departments of municipal institutions, the recruitment procedures can be simplified.

Recruitment should disclose information, process and results, and accept the supervision of the society and relevant departments. Recruiting staff in public institutions must release recruitment information to the society. Recruitment information must be published on the website of the Municipal Human Resources and Social Security Bureau before registration, and can also be published on the website of the county government, the website of the unit and other media. The release time should be no less than 7 working days. Public institutions shall openly recruit staff by means of examination or assessment, and select the best candidates. The examination subjects or assessment contents are set according to the characteristics of industry, specialty and post. According to the actual needs of the post, the open recruitment interview is conducted by means of defense, structured interview, scenario simulation and practical operation. After the open recruitment examination results are determined, the unit or department that organizes the examination shall announce the examination results within 7 working days. According to the results of examination or assessment, physical examination and investigation, the list of persons to be hired is determined by the responsible personnel of the recruiting unit through collective research, and the publicity period is generally not less than 7 working days. After the expiration of the publicity period, if there is no objection or the problems reflected do not affect the employment, the employment procedures shall be handled according to the prescribed procedures; If there are serious problems and there is evidence, they will not be hired; To reflect the serious problem, but it is difficult to verify, suspend employment, and then decide whether to hire after verification and conclusion. The legal representative of the recruiting unit or its client signs an employment contract with the employed personnel to determine the personnel relationship. The probation period system shall be implemented for public recruiters in public institutions. The probation period is included in the labor contract. Those who pass the examination after the probation period are formally employed; If the probation period expires and the examination fails, the employment will be cancelled.

The "Measures" also stipulate the implementation of avoidance system and strict discipline and supervision in open recruitment.