How to improve the open recruitment system of public institutions and enhance scientific fairness

Solving the scientific problem of open recruitment is a systematic project that needs to be explored constantly, and it needs to be scientifically designed and organized from many aspects such as recruitment demand, recruitment method, evaluation method, proposition specification and personnel management. On the basis of following the recruitment system of public institutions and combining the recruitment needs of employers, the recruitment of public institutions can combine unified recruitment with independent recruitment, make full use of different examination methods, enhance the effectiveness of examination content setting, scientifically set the qualification conditions for entering the examination, and continuously broaden the recruitment channels, thus ensuring that the recruitment of public institutions is more scientific and effective.

Institutions have obvious industry characteristics and outstanding post characteristics, and most posts have relatively high professional requirements. These characteristics determine that the recruitment of public institutions focuses on selecting "professionals" and "applicable people". According to the post, set the conditions for applying for the exam, and thoroughly study and analyze the characteristics of the recruitment position. According to the nature and specific responsibilities of the post, the qualifications and conditions for applying for the exam should be accurately set. For the position of recruiting new employees, the professional requirements should not be too detailed, and it is encouraged to set professional conditions according to "category"; To recruit high-level professional and technical personnel, it is necessary to accurately set the conditions such as specialty, education, professional research direction and achievements, and work experience.

The number of institutions is large, and the positions vary greatly, which requires different types of talents. In this regard, according to the characteristics of different industries, different units, different positions and different majors, we actively explore different examination and assessment methods to ensure that employers recruit talents that meet the requirements of the post. Organize exams according to job classification. According to the requirements of different positions, in addition to the original written examination, interview and other examination methods, the management personnel are assessed by practical examination; Interviews and assessments are conducted for personnel in education and teaching positions by means of lectures, trial lectures and practical operations; Those who apply for medical and health posts or production front-line posts can pass the assessment methods such as skill operation and rotation trial. People in different positions adopt different examination and assessment methods, so that candidates can fully show their comprehensive quality and true level, and users can really choose the right talents.

Due to the great differences in disciplines, researchers are generally "experts" rather than so-called "generalists", and the current general examination methods in society sometimes do not work. Therefore, peer evaluation can be adopted, which is an ideal evaluation method for researchers. Experts and scholars in related fields at home and abroad evaluate the level of candidates' scientific research achievements. In addition, scientific and effective talent evaluation methods are introduced to develop a competency model that conforms to the characteristics of scientific research institutions.