How to treat the recruitment of relatives of leaders?

To tell the truth, generally speaking, the publicity of recruitment is just a name. I don't know what impact these have on the list of social publicity. What can the general public know about a name? This is just a formality. I really don't see anything that can cause some doubts through publicity. Open Netease news to see wonderful pictures? This should be the first time. It is the significance of publicity to show this person's family background directly on the publicity list and accept the test of society. All our wishes are references, not avoiding relatives, but whether the recommended relatives are true or not and whether they are admitted through formal channels is the focus of everyone's concern. Black-box operation also needs to write family relations on publicity? The leader took the children and the leaders of the subordinate departments to have a meal, and it was over. It must be safe to convey instructions in private, and no one outside will know except the relevant personnel. Since it is publicity, it can be judged that this person came in by his own ability. Even if he is greeted at home, his strength and diploma must be excellent. Otherwise, he sent it out to make trouble for himself and his family, right? Moreover, from the recruitment level of the company, under the premise that two suitable candidates are similar in ability and education, which one has more resources and which one has greater advantages, which is a reasonable screening standard for recruiters. If the number of places is limited, job seekers with more resources must be the first choice for all companies, and they will bring more benefits to the company than other job seekers, which is a win-win situation for them and the company. It is correct in terms of choice, but in practice, the most likely situation is that leaders try their best to plug people into the company, and various leaders plug all kinds of people, resulting in more than half of some departments being powerless associates. In order to give face to the leaders, many freeloaders came in. They can only come in through family relationships to do some very simple jobs, but they get disproportionately high salaries, which is not cost-effective for any company. Therefore, a few years ago, there was a publicity for the social level after recruitment, which was to let the society supervise and reduce the frequency of this situation. However, this does not mean that the children of leaders or related children cannot enter companies related to their elders. As long as it is through formal channels, basically anyone can. It is not a good thing to be too sensitive to the public and take private giving and receiving as the norm. A fair, just and open society should be able to discuss everything openly. This goal may not be achieved yet, but it will always be the direction we should strive for. I want to be able to actively promote the blood relationship with leaders, so the recruitment process of this company should be excellent. Only those who cling to the word "leading daughter" should think about it. What is the need for those transactions to be written in black and white? There are only a few people who know what can be finalized by a phone call, a meeting and a meal, and it is not difficult to suppress it. In my opinion, this is a very progressive thing and very courageous. Put the company's recruitment standards on the right candidates, so as to screen talents, no matter the poor or the daughter of a leader, as long as they meet the needs of the company, they don't have to care about outside pointing fingers. Can let all job seekers compete in a relatively fair environment, can create such an environment, enough to show that this company is taking a straight road, not much better than those companies that secretly trade! At present, all localities are stepping up their post-holiday work, and spring recruitment activities in colleges and universities have been launched one after another. According to the deployment of the Central Economic Work Conference, implementing the employment priority strategy, strengthening the employment priority policy, doing a good job in stabilizing employment and ensuring the overall stability of the employment situation are becoming the main directions for all localities to do a good job in employment. Among them, state-owned enterprises have attracted many candidates with their advantages of good salary and stable work. State-owned enterprises are public, and the recruitment procedures of state-owned enterprises are just. Whether it is convenient to accept the supervision of public opinion is not only the supervision of state-owned enterprises themselves, but also a necessary measure to maintain the order of the employment market and guarantee the equal employment rights of candidates. Therefore, it is necessary for public opinion to be alert and sensitive to various defects that may occur in the recruitment process, and also for state-owned enterprises to have perfect internal control mechanisms and measures to promote the implementation of relevant systems. Only in this way can they stand up to public scrutiny. From this point of view, under the concern of public opinion, it is undoubtedly convincing that state-owned enterprises highlight the "internal regulations" of recruiting people and explain the academic background of relevant candidates. This open and transparent approach is also commendable.