In the civil service examination, after all the links of interview, political examination and physical examination have passed, it is proved that the above links are in line with the employment conditions of civil servants, and the unit is ready to hire you as a civil servant. When it comes to the link to be hired, it needs to be publicized on the website. If there is no problem during the publicity period, you can go through the formal employment procedures.
Since the political review is unqualified, it is impossible to appear. If this happens, you can call the recruiting unit to ask for details and whether you can go to work.
I hope I can help you. Good luck! If in doubt, please consult the public education enterprises in China.
Question 2: What is the difference between "quasi-employment" and "quasi-employment"? 10 means there are people behind me who have to make decisions. I agreed and was hired. I've passed the customs, and I'll leave it to the people behind to make a decision.
There is no "plan", as long as I decide, it will take effect immediately.
Question 3: What does the proposed employment list mean? Including the students who came in. As long as you pass the political examination and the files are delivered in time, you will be admitted. ,,, View the original post >>
Question 4: What does it mean to be admitted to the civil service? In the civil service examination, after all the links of interview, political examination and physical examination have passed, it is proved that the above links are in line with the employment conditions of civil servants, and the unit is ready to hire you as a civil servant.
When it comes to the link to be hired, it needs to be publicized on the website. If there is no problem during the publicity period, you can go through the formal employment procedures.
Good luck, I hope my answer can help you!
Question 5: What does it mean to hire civil servants and subtract the positions to be hired? The ratio of the number of applicants to the number of people to be hired for each recruitment position shall not be less than 5: 1. The ratio of the number of applicants to the number of people to be hired shall not be less than 3: 1 in towns and villages (excluding Chengguan Town) in key counties of national poverty alleviation and development work, as well as other towns and villages with remote conditions, difficulties and a large number of poor people. Can not meet the requirements of the assessment ratio, reduce the number of people to be hired or cancel the positions to be hired.
Question 6: What do you mean by the manuscript to be hired? This means that these people basically want to be hired, but now they are publicized to see if there is any objection from the society.
Question 7: What is the difference between employment and recruitment? The difference between employment and employment: employment means that the employer can't accept the graduates' accounts and files, and the graduates' accounts and files can only be linked to the talent exchange center or the location of returned overseas students. Employment means that the company can directly accept graduates with collective household registration, and there is a special department for file management. (Graduates should confirm whether the unit can receive accounts and files)
Question 8: What does the ratio of12 mean? I planned to recruit 1 person, but two people were recruited.
Question 9: What do you mean by recruits? Hello.
Newly hired personnel
People who have been employed for no more than one year.
Question 10: What does fair employment mean? Fair employment refers to the fairness of the employment system of a job (post), and employment adheres to the principles of fairness, justice and openness.
First, the principles of civil servant recruitment are openness, equality, competition and merit-based:
1. In terms of qualifications, you can see that there are many qualifications in the recruitment information. The requirements must be "open, fair and just", and there must be no discriminatory conditions, and no qualifications unrelated to the performance of the post can be put forward to ensure "open, fair and just".
2. After the end of public subjects, it is "open, fair and just" to keep the interviewers. After the results come out, according to the interview ratio proposed in the recruitment brochure, from high score to low score, all the people who passed the audit will be automatically generated by the computer and announced to the public.
3. In the interview process, the requirements of fair system and procedures have been added, requiring that examiners must be trained, 60% of examiners must hold certificates, and the team members of the interviewer will absorb some examiners and interview experts from other units to participate in the evaluation of candidates, so as to ensure that the interview work is "open, fair and just".
4, further serious examination discipline, crack down on these improper participation in examination competition, such as the following:
According to the recruitment requirements of civil servants, candidates who have been identified as cheating in the civil service examination by civil servants at or above the provincial level cannot register, and this program has been set up in the computer.
(2) The Central Organization Department, Ministry of Human Resources and Social Security and the National Civil Service Bureau are working out measures to deal with violations of discipline and discipline in civil service examinations, clearly stipulating that some candidates who falsely register and cheat in the examinations will be given different punishments according to different situations.
Second, the recruitment strategy, the ultimate goal of recruitment is to recruit the talents needed by the enterprise, and it is very important to use the correct recruitment strategy. The widely used employment strategies mainly include the following:
1, step-by-step elimination strategy:
This method arranges multiple rounds of exams for candidates, eliminating a batch of low scores in each round, and the high scores who enter the final round of exams are selected. This method is the most widely used and the simplest and most direct.
2. Employment strategy of the head office and branches:
This method is also to arrange multiple rounds of exams for candidates, but not to eliminate each round, but to calculate the final total score according to the score of each round of exams and the weight of different exams, and then to admit the high scores according to the total score.
3. Multi-post admission strategy:
The total score recruitment method is more suitable for many candidates to apply for the same position. If many people apply for multiple positions at the same time, enterprises can adopt multi-position recruitment strategy in order to hire the right person for each position. This method can be illustrated by an example: a company wants to hire three out of six candidates. The comprehensive scores of six candidates in three positions are as follows:
There are many ways to select three candidates from the above six candidates for three different positions, but the following method is more realistic: comprehensively consider the person who scored the highest in each position (comparison between candidates-horizontal comparison) and the person who scored the highest in each position examination (comparison of individual scores of candidates in different positions-vertical comparison). Among the six candidates, candidate 1 scored the highest in position A (390 points), and candidate 1 also scored the highest in position A in three position examinations, so it is most appropriate to choose candidate 1 as position A; The candidate with the highest comprehensive score in position B is still 1, but he has been placed in position A, so candidate 2 or candidate 6 is the suitable candidate. The person with the highest comprehensive score in position C is candidate No.3 except candidate 1, so position C accepts candidate No.3..