What is 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 unwilling to go to rural areas, and many people in rural areas went out to work, resulting in many rural areas without students and teachers, and cities have a surplus of student teachers. 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 normal teacher recruitment, which is mainly to recruit teachers through examinations.

Directional recruitment is divided into job orientation and conditional orientation. Conditional orientation means that the recruiter clearly defines the specific direction or purpose in advance and has certain conditions, while job orientation requires the recruiter to serve in a certain position in a certain area for a certain number of years.

The directional recruitment of public institutions refers to the recruitment of four project personnel after the expiration of the service period of ordinary college graduates at the grassroots level. The four project personnel are university student village officials, special post teachers, three support staff and one support staff, and volunteers in the west.

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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, appropriate hiring 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 the recruitment results, and evaluating the recruitment itself.

2. Recruiters should get more information about job seekers. Ask recruiters to actively collect information about job seekers, including interviews and psychological tests, in order to obtain implicit information of job seekers, such as personality, potential, personality, etc. 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 techniques and methods. When evaluating candidates, recruiters can take psychological tests, professional skills tests, interviews, scenario simulations, etc. In addition, we should adopt the correction technology to overcome information asymmetry, and apply the recruitment technology of "trusted information transfer method" according to the changes of information and different stages of development. Of course, it is profitable for recruiters to obtain information, but it also needs to pay a certain cost. The extent to which recruiters should obtain information depends on the balance between the cost and income of enterprises.

Reference: Baidu Encyclopedia-Targeted Recruitment

Reference: Baidu Encyclopedia-? recruit