Chapter III of the Detailed Rules for the Implementation of the Recruitment of Ordinary Employees in Shenzhen Municipal Organs and Institutions

Open recruitment procedures for ordinary employees

Thirteenth institutions open recruitment of ordinary employees generally according to the following procedures:

(1) Formulating an open recruitment plan;

(2) Issuing a recruitment announcement;

(3) registration;

(4) prequalification;

(5) post suitability evaluation;

(6) Qualification examination and evaluation;

(7) physical examination;

(eight) to determine the list of persons to be employed and publicize it;

(9) Handling employment filing procedures.

Article 14 The employing unit shall draw up an open recruitment plan according to work needs and job vacancies, and report it to the preparation department at the same level for review, and then the administrative department shall summarize it and report it to the personnel administration department at the same level for approval.

The open recruitment plan shall include the following contents:

(a) the name of the recruiting unit, the name of the administrative department and the total number of employees, the number of vacancies and the total number of people to be recruited;

(2) Job title, major, number of candidates to be recruited and required qualifications;

(3) the scope of the recruitment target.

Article 15 After the open recruitment plan is approved by the personnel administrative department at the same level, the municipal unit, the district personnel administrative department or its authorized recruitment organizational unit (hereinafter referred to as the recruitment organizational unit) shall be responsible for publishing the recruitment announcement. The recruitment announcement shall be published on the website designated by the municipal personnel administrative department, and may also be published in other media at the same time.

The recruitment announcement shall specify the positions and numbers, the scope and conditions of recruitment, and the specific requirements of each link of recruitment. The contents of the recruitment announcement shall be consistent with the approved open recruitment plan.

Sixteenth recruitment agencies entrust the municipal personnel examination institutions to organize open recruitment registration.

Article 17 The recruitment agency shall be responsible for the preliminary qualification examination, and the recruitment agency shall publish the preliminary qualification examination results and enter the examiner list on the website designated by the municipal personnel administrative department within 3 days after the preliminary qualification examination.

Eighteenth competency assessment by the recruitment organization, can also be entrusted to the municipal personnel examination organization. The specific method and content of competency evaluation shall be determined by the recruiting unit, and the evaluation content shall be consistent with the requirements of the recruitment position. The assessment method can be written test plus interview, direct interview, practical exercise, expert evaluation, etc. , according to the order from high score to low score, determine the person to be hired equally.

Nineteenth personnel to be hired by the recruitment agency to the hospital designated by the municipal personnel administrative department for physical examination. Physical examination standards and items are implemented with reference to civil service recruitment standards. If there are special requirements for the employment position, it should be explained in the announcement in advance.

Article 20 The recruitment organization is responsible for assessing the candidates who have passed the physical examination in terms of morality, ability, diligence, performance, honesty and suitability, and conducting qualification examination.

The qualification review shall be conducted by other staff members other than the first-instance qualification examiners, mainly to examine whether the materials provided by the applicants are true and whether they meet the conditions listed in the announcement and the positions to apply for. The assessment can be carried out by means of on-the-spot investigation of the applicant's original unit and file review. The employing unit shall register the results of qualification examination and assessment.

Article 21 The list of persons to be employed shall be publicized by the recruitment organization unit on the website designated by the municipal personnel administrative department for 7 days.

If the person to be employed is publicized without complaint, or the complaint is found to be untrue or true, but it does not affect the employment, the employer shall handle the employment filing procedures for him.

If the person to be employed is found to be unable to be employed by complaints after publicity, the personnel administrative department of each district or the institution directly under the municipal government will cancel its employment qualification; If it is difficult to verify the complaint for a while, the employment procedures will be suspended, and then whether to hire or not will be decided after verification and conclusion.

Twenty-second the employer shall prepare the required information within 2 months after the end of the publicity and report it to the personnel administrative department at the same level for the record.