Transparency in attracting talent
(Baonghean) -Decision 57 has made transparent the process of recruiting high-quality human resources, a new step in the province's talent attraction policy.
The plan to recruit high-quality human resources in 2014 according to the new regulations of the Provincial People's Committee is starting to be implemented with the prospect of achieving higher quality than previous years. Since 2001, the Provincial People's Committee has issued 4 Decisions on policies to attract high-quality human resources, but when applied in practice, many shortcomings have still been revealed. To overcome these shortcomings, the Provincial People's Committee issued Decision No. 57 (October 4, 2013): "Regulating a number of policies to attract high-quality human resources and give priority to recruiting civil servants and public employees in Nghe An province". This Decision has a fundamental new point: qualified candidates are recruited directly into civil servants and public employees without taking exams.
This is a breakthrough of Nghe An in the policy of recruiting talented people. The encouraging thing is that there are more and more excellent university graduates who are eager to return to their hometown to work; but when they return to their hometown to find a job, these excellent students still face many obstacles in the recruitment process. According to previous regulations, excellent university graduates who want to enter state agencies still have to pass civil servant and public employee exams like other normal students, only get priority points in the exam and enjoy some preferential treatment. With that mechanism, many excellent and excellent graduates, despite getting priority points, are still afraid to take the exam. This is the reason why many excellent students are not interested in returning to their hometown to contribute.
Decision 57 has linked the attraction of high-quality human resources with the mechanism of priority recruitment of civil servants and public employees specifically for this group. Accordingly, excellent university graduates, valedictorians of universities; students who have won official prizes in national and international competitions for excellent students and are admitted directly to universities are all considered for direct admission to civil servants and public employees without taking an entrance exam. The direct admission combines many criteria: university entrance exam scores, study scores, graduation exam scores, graduation thesis scores, and other priority scores according to regulations. The successful candidate is the person with the highest total score ranked from top to bottom until the quota is full.
With the above selection method, we will select the right students with real talent to attract, avoiding the situation of "buying" good degrees or good degrees from low-quality training schools. But the reality is that many students who graduate from universities with good or excellent degrees, but when they come to agencies and units to apply for recruitment, they are told that there is no staff. The reason is that in addition to the positions registered for recruitment, there are also some staff positions reserved to handle other cases. Since 2009, the Provincial People's Committee has strictly prohibited the practice of bringing people into agencies under "temporary contracts" to wait for someone to retire (or move away) to replace them; but up to now, this phenomenon in sectors and localities has not been stopped. This is the reason leading to the lack of transparency in implementing policies to attract talent.
To strictly implement Decision 57 of the Provincial People's Committee, the Department of Home Affairs stipulates: the positions that need to be recruited are also attractive positions; during the recruitment process, if there are qualified people, they will be recruited directly according to the regulations in Decision 57 first, then the recruitment will be carried out according to the regulations. With this regulation, agencies and units with payroll must register the recruitment quota, and cannot hide the payroll to resolve other cases. Decision 57 has made the recruitment process of high-quality human resources transparent, a new step forward in the province's talent attraction policy. For this decision to be implemented effectively, it requires transparency and impartiality from sectors, localities and advisory agencies in the recruitment process, with the highest goal of attracting more and more talents to build the homeland.
Tran Hong Co
