What is the experience of entering the organization through talent introduction? How to develop?

At present, many cities adopt the way of talent introduction to input scarce talents for public institutions, and this mode will be more and more in the future. The talents introduced in this part are at least graduate students and even doctors, and many of them are aimed at key institutions such as 985.

Generally speaking, local governments package and introduce a group of talents, and then assign them to corresponding fields, such as universities or hospitals, depending on which field is seriously short of talents. Of course, the treatment of these imported talents is different from that of civil servants in various organs, and they are superior in all aspects. For example, the general starting point for introducing talents is the deputy department level, and the government will provide housing subsidies and benefits. One more thing, their wages are not paid by the unit, but by local financial allocations, which are generally high or low, and many of them are higher than those of colleagues in the unit.

Of course, there are restrictions on the introduction of talents, for example, the service period in the same unit cannot be less than three years. For imported talents, the starting point is often very high. If the results are outstanding, the future promotion space is higher than others. There is no doubt about this, because the label on the body is to introduce talents.

The talents in our development zone have introduced Dr. Haigui, who is responsible for introducing the park to visiting leaders. It turns out that this job was done by a public welfare college student who just graduated. Our city has introduced more than 20 doctors, some of whom are engaged in project planning and some are studying in high-tech zones. Don't expect too much about what to do, what normal civil servants do or what to do.

As for the treatment, the level of general commitment, resettlement fees and wage subsidies can be put in place. Other development depends on opportunities. The first two doctors we introduced, one is still at the grassroots level in the high-tech zone, and the other is already the director of the city bureau. I worked for five years and was the deputy director when I first joined the company.

The ministries and agencies introduced a doctor who has not been reused for more than ten years. He is still a director. After investigation, a governor asked some questions and didn't understand. As far as he is concerned, he is assigned to be the deputy mayor of our city.

Therefore, development depends on opportunities.

As far as I know, except for doctors in Qingbei, who are directly affiliated to the deputy division level, the introduction in most places is career editing.

What experience do you have to be incorporated into public institutions? Institutions are basically subordinate units of institutions, so the introduction of talents is to enrich the talent structure and solve most of the employment.

It is a good choice for hospitals and schools to introduce talents. After all, it is similar to a major. Others are introduced to colleges and universities, which are out of touch with your own major. Especially when you enter the office, it will test your writing skills and interpersonal skills.

The stability of the map is better. If you want to make great progress in the workplace, forget it. After all, the ID card is too dead.

Hello, many local governments now have talent introduction policies. I don't know your specific situation and your area, I can only give you general advice.

This is divided into two situations.

(1) Sincerely introducing talents has higher requirements for talent introduction, better development planning for talents, and a higher starting point for talents to enter institutions. Take this type for example. For example, on 20 18, the doctor's "excellent talent plan" in Yantai City, Shandong Province recruited 10 doctors, with a probation period of two years, and they were directly treated as science and technology deputies in counties and cities. At present, some of them are still in the government system, and they are full-fledged. Some of them are managed by state-owned enterprises, and the overall development is very good.

This talent introduction plan is still worth participating in.

(2) Complete the action of talent introduction, just to recruit people. There is no continuous attention after talent recruitment. In any case, many promises have not been fulfilled. This is also an example. On June 4, 2020, the program "Shandong Asking about Politics" entered Qingdao, which exposed the problem of laissez-faire after the introduction of talents. I went with the resources of Shinan District, and after working for several years, I had to settle in Shibei.

Therefore, when considering whether to recruit talents into the office, we must carefully study the recruitment policy. At the same time, we must carefully ask about the level, salary, job position, development prospects, living facilities and other aspects before making a decision. After entering the office, there is not much difference from the office staff who have been admitted. As a talent introduction, the work may be more technical, and the unit and unit leaders will give you a heavier burden.

After all, it is a prestigious school with a high degree. After entering the unit, you should keep a low profile and be humble, obey the arrangement of the organization and leadership, practice your professional skills and constantly polish yourself. The future is still very bright. [Ross] [Ross] [Ross] [Ross]

Most of the friends who enter the office through talent introduction are career editors. The development direction of career series is that management posts are promotion levels and technical posts are promotion titles. In addition, both can be selected to a higher administrative region, such as from county to city and from city to province.

In fact, in grassroots areas such as counties and cities, especially in economically backward areas, the staff recruited through talent introduction are usually not so-called talents, but just a group of local college students waiting for employment. I know and see at least dozens of talent introducers.

How to develop after entering the organization through talent introduction? Last year, our unit introduced two positions, both of which are career establishment management positions, one with a bachelor's degree and one with a postgraduate degree. After coming to the unit, it is no different from other institutions, so the so-called development is nothing more than qualifications. I'll be a deputy in a few years. It is best to be a deputy in an official business organization.

A few years ago, some talent introducers took the above promotion route, and some passed the examination to the higher-level units. Last year, a talent introducer in our unit passed the selection examination and went to the municipal unit with a postgraduate degree, and served in our unit for three years.

Some have been transferred. This situation is that people who are introduced through talents, who live in counties and cities around the household registration room, are transferred back to their hometown after working for a few years.

In addition to government agencies and institutions, there will be more talents introduced, mainly in the fields of education and medical care. A classmate was unable to find a job in a big city because his major was unpopular, so he chose to introduce talents back to his hometown, and now he is a teacher in County No.1 Middle School.

The introduction of high-level talents is much better. There is a considerable settlement fee, and the spouse will be allocated a house and arranged for work.

In fact, there is no difference between cadres who bring in talents at the grass-roots level and cadres who are made up of general undertakings. It is understood that the recruitment of public institutions is more appropriate, the threshold is not high, and there is basically no need for a written test. Direct interview saves a lot of review time.

Interested friends can go to the local human resources website to find out, the talent introduction plan is available every year, and the time is uncertain, so pay more attention.

Entering the organization through talent introduction is actually the appointment system of civil servants, and the development space may be limited.