1, the number of state-owned enterprises is small.
The main recruitment channel of state-owned enterprises, especially central enterprises, is campus recruitment, because campus recruitment can be carried out in batches, with strict procedures, more supervision, easy assessment and relatively small room for fraud.
The difficulty of social recruitment lies in the small amount of recruitment and too many human relationships. For example, school recruitment can set 985 as the threshold, and social recruitment may say that professionals are recruited, but how can this talent define the standard?
The standard of talents is vague. You said that he published many papers, but he said that publishing many papers did not mean that he had practical ability, so he was confused. Families with blood relations come in and say he is a talent. You can't deny him.
2. The competitive pressure is great.
The difficulty of social recruitment is the evaluation of talents. It is often the judges who have the final say, which creates space for in-laws to bring human feelings. There are many applications for social recruitment, and the conditions are varied. You are under great competition pressure, and the pressure is in the interview. The possibility of default is still relatively large. Therefore, many state-owned enterprises do not recruit, that is, put an end to human relations.
3. Social recruitment needs high-quality positions.
In addition to a large number of social recruitment in remote construction units, front-line operation positions and labor dispatch positions, there are generally no good jobs in social recruitment of state-owned enterprises. Even if social recruitment is required, the threshold is very hard and high to prevent the phenomenon of entering through the back door.