Beijing, May 5 -- Today, a number of provinces will hold a written examination for public recruitment of public institutions in the first half of 7, and in this year's recruitment, many regions have launched policy measures to promote the employment of fresh graduates from colleges and universities.

Infographic: Fresh graduate recruitment held in Changchun, Jilin. Photo by Zhang Yao

Fresh graduates ushered in favorable recruitment policies

Since March this year, many provinces have successively launched the open recruitment of public institutions in the first half of 3, and the written examination time is scheduled for May 2023.

In recent years, in the recruitment of public institutions in various places, they have generally increased their support for the graduates of the corresponding colleges.

For example, in Liaoning's recruitment of public institutions this year, a total of 2923,8662 institutions provided 50,<> positions, of which more than <>% of the positions were specially recruited for fresh graduates.

The Liaoning Human Resources and Social Security Department also introduced that from this year, Liaoning will steadily explore and promote the centralized recruitment of public institutions in the province in the first half of each college graduation season, which can not only provide sufficient employment positions and open up new employment channels for the majority of college graduates and other groups, but also effectively help the majority of college fresh graduates and other groups reasonably set career plans in the graduation season and make overall arrangements for job search plans.

The Qinghai Human Resources and Social Security Department also introduced that this year will fully tap the potential to provide more jobs for college graduates, and at the same time, strive to fully complete the annual public recruitment task of public institutions by the end of July.

In April this year, the General Office of the State Council issued the Notice on Optimizing and Adjusting Policies and Measures to Stabilize Employment to Promote Development and Benefit People's Livelihood, which mentioned that stabilizing the scale of posts in organs and institutions, "tapping the stock of party and government organs and institutions, making overall plans for natural attrition, increasing the intensity of replenishment, stabilizing the scale of recruitment and recruitment of college graduates, and reasonably determining the recruitment and recruitment time."

On April 4, at a briefing held by the State Council's new office, Yu Jiadong, vice minister of the Ministry of Human Resources and Social Security, also said that the public sector should take the lead in fulfilling its social responsibilities, actively tap the stock of positions in party and government organs and institutions, increase the intensity of replenishment, stabilize the scale of recruitment and recruitment of college graduates, and reasonably determine the recruitment and recruitment time.

Data map: College student job fair. Photo by Lin Ning

Categorize and organize recruitment to promote job adaptation

In this year's recruitment of public institutions, many places have introduced specific measures to organize recruitment according to the characteristics of different public institutions.

For example, in terms of age, Heilongjiang's recruitment in public institutions this year, the age requirement is generally 18-35 years old, those with doctoral degrees or intermediate professional titles can be relaxed to 40 years old, and those with senior professional titles can be relaxed to 45 years old.

In order to promote the recruitment of grassroots institutions, Heilongjiang also clarified that open recruitment by county and township institutions can take a certain number of positions from the total number of recruitment positions for open recruitment of personnel (or students) with household registration in the county (city) or surrounding counties (cities).

In the recruitment of public institutions in Qinghai, for the recruitment of master's degree or above, senior professional titles, and some positions with strong professionalism, according to the needs of the work in accordance with the principle of "what to do, what to test", adopt assessment and employment, independent interview and other methods of open recruitment. For talent-intensive units such as colleges and universities, scientific research institutes, etc., the employer shall independently formulate recruitment plans, issue recruitment announcements, and organize personnel recruitment.

According to the recruitment announcements issued by various places, the written examination of public subjects in the recruitment classification examination is often divided into five categories: comprehensive management (Category A), social science technical category (Category B), natural science technical category (Category C), primary and secondary school teachers (Category D) and medical and health category (Category E). The common subjects of the five types of written examinations are "Vocational Aptitude Test" (A/B/C/D/E) and "Comprehensive Application Ability" (A/B/C/D/E), and the focus and question type distribution of each type are different.

"From the observation of the recruitment situation in various places this year, the degree of job segmentation in the recruitment examination of public institutions has been deepening, and the examination of public institutions in many places is no longer only a type A examination, but more comprehensive, which requires candidates' knowledge reserve and professional ability more and more." Huatu Education Research Institute public examination expert Zhou Feng analysis. (End)