新加坡最大银行星展计划今年在香港和新加坡招聘约40名私人银行家，以满足北亚富裕客户的需求。该 行北亚私人银行业务主管Carol Wu在香港的新闻发布会上表示，今年迄今，该行已招募了约一半。（彭 博） ...

"本溪银行现有员工近1000人，营业网点48个，覆盖本溪市四区两县，现诚聘总行行长1名。"日前，辽宁本溪银行再次发布公告公开"海选"总行行长一 职。 鄂尔多斯市委组织部也于1月份发布消息称，为推动市管金融企业高质量发展，面向全社会公开选聘鄂尔多斯银行总行行长1名、总行副行长2名。此前，1 月份，郑州银行面向社会公开招聘总行公司条线总经理（副总经理）及分支行行长等多位中高层管理者。 | | 瓜溶银行 BANK OF BENXI | | | 聚利民之本 汇财富之溪 | | | | | | | --- | --- | --- | --- | --- | --- | --- | --- | --- | --- | | 主页 | 个人业务 | 公司业务 | 小微金融 | 同业务 | 国际业务 | 銀行卡 | 电子银行 | 其它业务 | 关于我们 | | 24小时客服热线: 024-96178 | | | | | | | | | | | 因新闻快讯 | | | 北京 最新公告 | | | | | | | | 图片新闻 | | | | | | | | | | | 最新公告 产品推荐 | | | | | | 本溪银行股份有限 ...

Core Insights - The article discusses the rise of "live-streaming job recruitment" as a new employment model in the digital economy, connecting local labor markets into a national market, enhancing labor mobility [3] - A report indicates that job seekers using short video platforms for employment have seen a 36.2% increase in cross-province job mobility from 2022 to 2024, primarily among blue-collar workers [3][11] Group 1: Employment Trends - The demand for blue-collar jobs is highest for general workers, with significant recruitment needs in urban service sectors such as delivery, housekeeping, and driving [11] - The "live-streaming job recruitment" model has become a new channel for companies to address recruitment challenges, significantly reducing hiring costs [7][11] Group 2: Government and Market Collaboration - Local governments are actively promoting "live-streaming job recruitment" alongside traditional recruitment methods, creating multi-channel platforms for job matching [11] - In Guangdong province, a collaborative effort between government, third-party organizations, and educational institutions has led to the establishment of 224 live-streaming job bases, hosting 2,915 events and offering over 710,000 job positions in 2024 [11] Group 3: Professionalization and Standards - The Ministry of Human Resources and Social Security is pushing for the professionalization of "live-streaming recruiters," with plans to establish national occupational standards and improve training for these roles [12][13] - There is a need for improved quality and standards in the "live-streaming job recruitment" ecosystem, as current teams lack professional expertise and established industry standards [13] Group 4: Technological Integration - Companies are increasingly applying technologies like artificial intelligence, big data, and cloud computing to enhance the efficiency and accuracy of live-streaming recruitment [13] - The potential for expanding "live-streaming job recruitment" services beyond blue-collar jobs to various talent sectors is recognized, emphasizing collaboration with educational institutions [13]

美联储巴尔金：企业在资本支出和招聘计划方面仍处于观望状态。 ...

券商通过市场"海选"高管的案例越发常见，在这场新热潮背后，受访专家认为，金融行业竞争日益激 烈，对高管的综合素质和专业能力要求越来越高。市场化招聘可以吸引更广泛、更优秀的人才，为公司 发展提供更多选择，以适应行业快速变化和竞争的需求。 "带艺入门"为"海选"核心要求 6月16日晚，国盛证券发布招聘公告称，根据发展需要，拟市场化选聘国盛证券股份有限公司总经理。 自步入6月以来，诚通证券、国盛证券先后对外发布公告，欲通过市场化"海选"聘任优秀总经理。 事实上，在2025年1月，东莞证券就通过"海选方式"迎来了新任总裁杨阳。如果拉长时间维度，华安证 券、恒泰证券等多家券商亦在近年来实现过公开选聘。 同样发生在6月，诚通证券控股方中国诚通控股集团有限公司公开为诚通证券招聘总经理、副总经理各1 人。 在更早之前的2024年6月，东莞国资就曾对外发布招聘公告，为旗下东莞证券招聘总裁1名、副总裁1 名。上述招聘历时近8个月后，东莞证券于2025年1月份迎来了新任总裁杨阳。 券商通过"海选"聘任优秀管理人才的方式越来越流行，但这并不意味着券商在人才筛选方面有所降低。 相反，券商对于从业管理经验的要求尤为看重。 从国盛证券来看 ...

Core Insights - The report highlights that live-streaming job recruitment is an innovative practice merging digital technology with public services, representing a significant opportunity in the employment services sector [1][2] - The online recruitment market globally has reached a scale of over 100 billion, with an expected annual compound growth rate of 15% over the next decade, indicating a pressing need for digital transformation in China's human resources service industry [1][2] Group 1: Development of Live-Streaming Recruitment - Live-streaming recruitment has emerged as a new digital recruitment product following traditional recruitment websites, with platforms like Kuaishou's "Kuaipin" attracting over 40,000 dedicated hosts and engaging 250 million users monthly [2][5] - The model breaks geographical and temporal limitations, providing a fast, interactive, and precise platform for job seekers and employers, enhancing the efficiency of labor supply-demand matching [4][5] Group 2: Government and Market Collaboration - The report outlines the evolution of live-streaming recruitment, initiated by the Ministry of Human Resources and Social Security in 2020, leading to the launch of Kuaishou's "Kuaipin" service in January 2022 [5][6] - By 2023, over 2.5 billion users were seeking job opportunities through Kuaishou, with nearly 5.5 million live-streaming recruitment sessions conducted and 240,000 employers participating [5][6] Group 3: Innovations and Local Practices - Various local employment service departments have innovated in live-streaming recruitment, creating successful models through collaboration with third-party agencies, enterprises, and educational institutions [6][7] - Notable examples include Guangdong's government-market collaboration, Jiangsu's extensive coverage through partnerships, and Shanghai's establishment of unified technical standards for live-streaming recruitment [7][8] Group 4: Adoption by Employers - An increasing number of employers are embracing live-streaming recruitment to enhance the efficiency of their hiring processes, with companies like Luxshare Precision and Meituan utilizing this innovative model to meet diverse and rapidly changing labor demands [8] - Kuaishou is leveraging AI technology to improve recruitment service efficiency, including the development of AI chatbots and digital human live-streaming capabilities for enhanced interaction [8]

北京时间周四（6月19日）凌晨， 美联储宣布将联邦基金利率目标区间维持在4.25%至 4.50%之间不变，这是该行连续第四次决定维持利率不变。 美联储6月宣布继续"按兵不动",将联邦基金利率 目标区间维持在4.25%-4.5%不变、与市场预期一 致,这也是美联储连续第四次会议维持利率不变。 0 美联储决议声明变动 变动向 变动前 经济前景有关的 | 全部落 | 经济前景有关的 不确定性进一步 FFIEL 不确定性已经减 增加 弱,但仍然偏高。 3 2.5 2.5 2 1 75 1.5 1 0 25 0.5 0 数据来源:美联储 委员会关注其双 重使命(即就业与 物价稳定)面临 的双向风险,并 判定" 失业率上 升和通胀上升的 风险已经增加"。 失业率近几个月 已经企稳于低位。 删除后半句 -- 并判定" 失业率 上升和通胀上升 的风险已经增加"。 失业率仍低。 内部设置 全票通过。堪萨 斯联储主席施密 德出席会议并投 票,卡什卡利没 有再以替补成员 身份在本次会议 中投票。 | 点阵图 For release at 2:00 p.m., EDT, June 18, 2025 Figure 2. FOMC pa ...

2025.06. 18 本文字数：1686，阅读时长大约3分钟 作者 | 第一财经 周楠 券商接连"海选"高管，近一个月以来，诚通证券、国盛证券相继发出"英雄帖"。 根据国盛金控最新公告，该公司正推进吸收合并全资子公司国盛证券，目前公开选聘合并后的新国盛 证券总经理。中国诚通也在上月披露，为子公司诚通证券公开招聘总经理、副总经理各1人。 从任职条件来看，上述2家公司均对应聘者提出工作年限、任职经历等要求。如国盛金控提出，应聘 者应担任过省属证券公司，或与国盛证券相当及以上规模的证券公司经营班子正职或副职不少于2 年。 近年，采取市场化方式选聘高管，在证券行业越来越常见。年初，东莞证券"海选"的新总裁杨阳走马 上任。 对此，行业资深研究人士王剑辉对第一财经说；"通常情况下，券商高管多由大股东任命。目前，随 着行业发展以及公司股东等提出要求，包括券商在内的金融机构，以市场化方式招聘高管的情况越来 越多。" 诚通证券、国盛证券招揽"将帅" 此番发布"英雄帖"的两家券商，对应聘人员提出多项任职要求，包括工作年限、过往任职经历等。 应聘诚通证券总经理，需满足的条件包括：有10年及以上与拟任职务相关的证券、基金等机构境内 ...

券商接连"海选"高管，近一个月以来，诚通证券、国盛证券相继发出"英雄帖"。 根据国盛金控最新公告，该公司正推进吸收合并全资子公司国盛证券，目前公开选聘合并后的新国盛证 券总经理。中国诚通也在上月披露，为子公司诚通证券公开招聘总经理、副总经理各1人。 从任职条件来看，上述2家公司均对应聘者提出工作年限、任职经历等要求。如国盛金控提出，应聘者 应担任过省属证券公司，或与国盛证券相当及以上规模的证券公司经营班子正职或副职不少于2年。 近年，采取市场化方式选聘高管，在证券行业越来越常见。年初，东莞证券"海选"的新总裁杨阳走马上 任。 "改头换面"后的2家券商，开始对高管团队排兵布阵。 对此，行业资深研究人士王剑辉对第一财经说；"通常情况下，券商高管多由大股东任命。目前，随着 行业发展以及公司股东等提出要求，包括券商在内的金融机构，以市场化方式招聘高管的情况越来越 多。" 诚通证券、国盛证券招揽"将帅" 此番发布"英雄帖"的两家券商，对应聘人员提出多项任职要求，包括工作年限、过往任职经历等。 应聘诚通证券总经理，需满足的条件包括：有10年及以上与拟任职务相关的证券、基金等机构境内工作 经历；同时，担任证券基金经营机构部 ...

Core Viewpoint - The article discusses the challenges and contradictions in the online recruitment industry, highlighting the increasing complexity and costs associated with recruitment platforms, which are struggling to balance profitability with user satisfaction [2][3][10]. Group 1: Recruitment Market Dynamics - The recruitment market is facing a paradox where there are many job seekers but limited job opportunities, leading to heightened anxiety among graduates and job seekers [2][17]. - The online recruitment industry has seen significant growth, with a 48% increase in market size during 2021, despite the pandemic's impact on offline recruitment [10]. - Major platforms like BOSS Zhipin and others have reported substantial revenue growth, with BOSS Zhipin generating 7.3 billion yuan in revenue and a 40% increase in net profit [10][18]. Group 2: Payment Structures and User Experience - Recruitment platforms have shifted to a dual payment model, where users must pay for both membership and additional services, leading to frustration among HR professionals [6][10]. - The pricing for job postings and additional features is dynamic and often unclear, with costs ranging from 88 to 518 yuan per month for various services [6][10]. - Users report dissatisfaction with the effectiveness of paid features, often feeling that the return on investment is low, leading to skepticism about the value of additional payments [14][19]. Group 3: Trust and Transparency Issues - There is a growing distrust among job seekers regarding the authenticity of job postings, with many suspecting the existence of "zombie jobs" that are not actively hiring [16][20]. - Complaints against platforms have surged, with BOSS Zhipin receiving nearly 8,000 complaints related to high pricing and lack of transparency [10]. - The article suggests that the recruitment platforms' business models may need to adapt to improve user trust and satisfaction, as many users are exploring alternative methods for job searching [21][24]. Group 4: Regulatory Environment - The regulatory framework for online recruitment platforms is less stringent compared to e-commerce platforms, leading to potential gaps in oversight regarding pricing and service transparency [23][24]. - The article emphasizes the need for platforms to consider their social responsibility in addressing employment issues, especially in light of the increasing scrutiny on their business practices [24].