Is the difference made ashore?

It depends on the specific compilation rules and recruitment procedures.

First, understand variance preparation.

During the recruitment process, due to various reasons (such as insufficient applicants, exam difficulty, interview performance, etc.), the actual number of recruits is less than the original planned number. In this case, the unsuccessful candidate may enter the difference list and wait for the follow-up opportunity.

Second, the relationship between difference preparation and landing

The establishment of the difference does not mean that the candidate has "landed". It just means that these candidates have a chance to be hired in the future. Whether it is really "ashore" depends on the subsequent recruitment process and results. Only after passing the follow-up assessment or interview can the applicant successfully obtain the position and say "landing".

Third, the factors affecting the preparation of shore balance

There are many factors that affect whether the candidates for reserve positions can go ashore. Including but not limited to the follow-up recruitment plan of the recruiting unit, the comprehensive quality of the applicants, the strength of competitors, etc. Therefore, even if you enter the balance sheet, there is no guarantee that you will land.

Fourth, the strategy to deal with differences.

For the candidates who enter the difference preparation, they should keep a positive attitude, constantly improve their ability and quality, and prepare for the follow-up recruitment. At the same time, we should also pay attention to the dynamics of recruiting units and keep abreast of the follow-up recruitment plans and requirements.

To sum up:

The difference reserve is not directly equivalent to "landing". It just provides a possible opportunity for the candidate. Whether candidates can really go ashore depends not only on the follow-up recruitment process and results, but also on their comprehensive quality and preparation.

Legal basis:

People's Republic of China (PRC) civil servant law

Article 30 provides that:

The recruitment agency shall examine the application according to the qualification conditions. The application materials submitted by the applicant shall be true and accurate.

Article 34 provides that:

The civil servant recruitment examination is conducted in a combination of written examination and interview, and the examination content is set according to the basic ability that civil servants should have, different job categories and different levels of organs.

People's Republic of China (PRC) (China) Labor Contract Law

Article 3 provides that:

The conclusion of a labor contract shall follow the principles of legality, fairness, equality, voluntariness, consensus through consultation and good faith.