全科医生特设岗位招聘对象主要面向4类人：具有执业医师资格，且执业范围为临床类别全科医学 专业或中医类别全科医学专业。具有执业医师资格，经过省级卫生健康行政部门（含中医管理部门）认 可的全科医生规范化培养、转岗培训或者岗位培训并考核合格。具有执业医师资格，从事临床医疗工作 3年及以上，能够胜任全科医生岗位，一般应具有二级及以上医院工作经历。 具有高级职称的退休医 师。 全科医生一般是以门诊形式处理常见病、多发病以及一般急症的多面手，被誉为居民健康的"守门 人"。为全面提升乡村医疗卫生水平，2025年度河南省计划为乡镇卫生院招聘120名特岗全科医生。 全科医生特设岗位招聘严格遵循"公开、平等、竞争、择优"原则进行，7月10日前，各省辖市、济 源示范区结合实际自行制定招聘方案并在市卫生健康委、人力资源社会保障局官方网站同步发布。对于 报名人数比例达不到1∶3的紧缺岗位，可按程序核准采取考核方式招聘。 6月17日，省卫生健康委发布公告，2025年河南省全科医生特设岗位招聘计划启动，今年全省计划 为乡镇卫生院公开招聘120名特岗全科医生。 政策规定，特岗全科医生在基层工作服务时间不少于4年，由用人单位与特岗全科医生签订 ...

壹 当"万年难遇"的气候事件，成为日常的一部分 | 红杉爱科学 ■ 品牌赋能：借助红杉品牌，增强雇主吸引力。 ■ 高效招聘：获取更高效、低成本的招聘渠道。 ■ 数据共享：分享招聘方法论及行业数据。 成员企业专属收益： 报名截止日期： 2025年7月31日 （海报扫码或点击阅读原文报名） 推荐阅读 作为HongShan Value+ （红杉价值共创解决方案） 的重要组成部分，红杉联合校园招聘已历经十余年发展， 持续赋能创业企业和链接优秀高校，助力学子实习与就业。 | 贰 | 责任、专注、自律……聪明人这样做能量管理 红杉Library | | --- | --- | | 叁 | AI医疗最真实的需求，藏在超400个医疗机构的调研里 Healthcare View | | 肆 | 巴菲特也内向——I人的隐藏力量超乎你想象 红杉汇内参 | | 伍 | AI大家说 我们是否需要重新定义与AI的边界？ | ...

Core Insights - The core viewpoint of the article is that the online recruitment industry in China is evolving with a stable market share of around 70% for online recruitment channels, driven by advancements in matching algorithms and AI applications, leading to a projected market size of 18.3 billion in 2024 with a growth rate of 1.6% [1][17]. Development Status - Online recruitment accounts for approximately 70% of recruitment channels, benefiting from the efficiency of internet information dissemination and the evolution of recruitment models from job information directories to algorithmic matching [1][3]. - The market size of China's online recruitment industry is expected to reach 18.3 billion in 2024, with a year-on-year growth rate of 1.6% [1][17]. - The application of AI in recruitment platforms is anticipated to enhance value for businesses, contributing to a recovery in recruitment demand and a projected growth rate of 6.7% from 2025 to 2027 [1][17]. Supply and Demand Analysis - Over 60% of companies are reducing recruitment volumes due to operational pressures [2][42]. - The unemployment rate among young graduates (ages 16-24) is notably high during graduation seasons, while employment stabilizes around age 30 [2][45]. - The white-collar workforce shows a decreasing trend in voluntary resignation rates, indicating a preference for job security [2][47]. Development Trends - The application of AI models is expected to significantly enhance platform value, improving automation and precision in job matching, thus creating stronger competitive barriers for online recruitment platforms [2][15][75]. - Social media platforms are emerging as supplementary recruitment channels, although their operational models may limit their effectiveness in recruitment [2][77]. Market Size and Growth - The online recruitment industry is projected to reach a market size of 18.3 billion in 2024, with a recovery in growth rates expected due to improved economic conditions and AI applications [1][17]. - Monthly unique device numbers for recruitment apps are expected to exceed 85 million, with peaks during key recruitment seasons [20][30]. User Demographics - The user base of online recruitment platforms is becoming increasingly younger, with over 50.9% of users under 30 years old [27]. - The trend of younger blue-collar job seekers is rising, which is expected to enhance the penetration of online job searching among this demographic [60][61]. Recruitment Behavior - Job-seeking behaviors among university students are shifting earlier, with many starting to prepare resumes and seek internships as early as their first or second year [2][57]. - The competition for jobs is intensifying, leading to more pragmatic employment choices among graduates, who are increasingly focused on securing any job rather than ideal positions [2][51]. Blue-Collar Recruitment - The demand for blue-collar positions is on the rise, with a significant increase in job postings, particularly in logistics and skilled labor [60][61]. - The online recruitment landscape for blue-collar jobs is diversifying, with various platforms focusing on different aspects of the recruitment process [63][65].

Group 1 - Tsinghua University is enhancing employment opportunities for graduates by aligning talent cultivation with national strategic needs through deepened school-enterprise cooperation and innovative recruitment models [1][2] - Over the past five years, more than 2,300 graduates from Tsinghua University have entered industries such as manufacturing and energy, with employment rates at key units exceeding 80% for several consecutive years [1][2] - The university has established comprehensive strategic partnerships with over ten central enterprises, including China National Nuclear Corporation and Aviation Industry Corporation of China, to strengthen talent cooperation [2] Group 2 - Tsinghua University has implemented an immersive recruitment model, allowing students to engage directly with companies, resulting in an overall employment conversion rate exceeding 20% for participating graduates [3] - The university has innovated a "1+N" recruitment service model, which includes a core recruitment event supplemented by various employment guidance activities, helping students gain comprehensive industry insights [4] - Each year, Tsinghua organizes around 40 teams and over 600 graduates to visit key industry employers for on-site interviews and networking opportunities [2][4] Group 3 - Tsinghua University addresses students' employment confusion by providing targeted career counseling, helping them understand industry dynamics and the application of their academic knowledge [5][6] - The university has developed a multi-dimensional career counseling system, including courses and one-on-one consultations with experienced HR professionals and alumni mentors [6][7] - A mentor team of nearly 300 HR professionals and alumni offers thousands of individual consultations annually, effectively addressing students' uncertainties regarding career choices [7]

记者近日获悉，财信证券原副总裁王琼拟出任国盛资管总经理一职，目前任职流程正在推进。中证协官网 显示，王琼登记的执业机构为国盛资管，登记日期为5月30日。王琼今年3月从财信证券离职。 国盛资管为国盛证券的全资子公司，于2015年5月20日在深圳前海注册成立，目前注册资本为8亿元，前身为国 盛证券的资产管理总部。今年3月，国盛资管公开招聘总经理人选。 王琼拟出任国盛资管总经理 公开资料显示，王琼出生于1973年，职业履历丰富，曾先后担任中国建设银行深圳市分行机构业务部经理，安 信证券固定收益部副总经理，博时资本副总经理（主持工作）、董事，方正证券助理总裁兼任方正资产管理 （香港）有限公司董事长，粤开证券副总裁。 2021年8月，王琼加盟财信证券，并出任副总裁一职。2025年3月，财信证券发布公告称，王琼因"个人原因"不 再担任副总裁职务。中证协官网查询显示，5月30日，王琼的执业机构已登记为国盛资管。记者近日获悉，王 琼拟出任国盛资管总经理一职。 曾公开选拔总经理 今年3月17日，国盛证券发布了公开选拔国盛资管总经理的公告。该职位工作地点设定于深圳。选拔标准涵盖 基本条件与岗位任职条件两大维度。其中，在任职要求方 ...

6月9日，记者从省教育厅获悉：陕西日前发布特岗教师招聘考试岗位及设置标准。考生须在6月16 日9时至6月20日18时，在陕西省特岗教师管理信息系统进行报名，每名考生只能申报一个特岗教师岗 位。 应聘特岗教师的考生应具有相应的教师资格证书，或按照陕西省2025年上半年中小学教师资格认定 工作安排，在2025年6月20日之前申请认定教师资格并网报成功，且在8月31日前取得相应教师资格证 书。 考生应为具有普通高校本科及以上学历，以师范类专业为主，年龄不超过32周岁（1993年5月1日及 以后出生），未就业或与原就业单位解除了劳动（聘用）合同，符合本次招聘条件的普通高校毕业生或 社会人员。 省教育厅相关负责人表示，同等条件的考生，笔试成绩高者、学科专业知识成绩高者、本地生源、 研究生和师范教育类本科生、参加过"大学生志愿服务西部计划"者、有从教经历的志愿者、参加过半年 以上实习支教的师范院校毕业生优先。各类基层服务期未满（截至2025年8月31日前服务期已满的基层 工作者除外）或服务期内有一次考核不合格者不能报考。 打印准考证时间为6月30日9时起，统一笔试时间为7月5日。考试分为笔试、资格复审、面试及体 检。笔试 ...

英国国家统计局：部分公司可能没有招聘新员工或替换离职员工。 ...

Group 1 - The event "Million Talents Gathering in South Guangdong" successfully connected over 5000 job-seeking graduates from 137 universities, facilitating 1484 employment intentions [1] - The event aimed to address the supply-demand gap in industries such as finance, culture, and education, promoting high-quality employment for social science graduates [1][2] - A total of 147 employers participated, offering 4142 job positions, with a significant focus on overseas roles due to the increasing demand from Guangdong's SMEs for versatile talents [2] Group 2 - The job fair featured not only traditional roles but also emerging positions in e-commerce and gaming, with a demand for approximately 740 candidates, and some positions offering monthly salaries exceeding 10,000 [3] - Guangdong's gaming industry is experiencing a new growth phase, supported by recent policies aimed at enhancing the sector's development [3] - The event provided enhanced job-seeking services, including one-on-one guidance for resume optimization and interview techniques, and featured online recruitment channels that attracted over 120,000 viewers [4]

"年龄要求35周岁及以下" 这是不少企业 在招聘公告中列出的硬性要求 记者采访多位企业招聘负责人发现 年龄是其招聘时的重要考量因素 即便不在招聘公告中明示 在筛选简历时也会着重考虑 对于大龄求职者而言 尽管具备丰富的工作经验 和出众的工作能力 面对招聘企业的年龄限制 也只能望而却步 近年来 与社会发展趋势背道而驰 易造成就业市场内卷、人才浪费与断层 记者采访了解到，已有部分企业在招聘时放宽年龄限制，企业受访人士表示"更看重大龄求职者的经验和 能力"。同时，关于放宽或取消招聘年龄限制的相关政策陆续出台。消除不合理的就业限制和歧视，还需 迈过哪些坎？记者对此进行了采访。 35岁为何成应聘门槛 "抱歉，尽管我们对您的工作经历印象深刻，但该职位需要满足其他需求。"今年春招时，37岁的肖女士在 线上平台求职时，收到多家招聘企业类似的回复。当时，肖女士职场空白期近4个月，因为年龄偏大而频 频遭拒，令她焦虑不已。 数月来，肖女士投出近百份简历，与招聘企业人力资源工作人员沟通过千余次，然而收到的面试邀约寥寥 无几，"很多企业明确要35岁以下的，对于像我这样的大龄求职者而言，筛选简历这一关都过不去，更别 提面试机会了。" 关于 ...

昨天，发生了哪些财经大事？ 高考生作弊家长用钱摆平？ 重庆回应 据央视新闻，6月8日，圈群传播一则视频，视频中拍摄者问"昨天娃儿高考作弊遭发现了， 现在是什么心情"，一穿着某民间足球队队服的"家长"回应"花点儿钱把事情了了，具体就 不方便透露了"。 经公安机关调查核实，视频系摆拍，该球队队员为吸引关注，在某体育公园足球场摆拍相关 视频并发布到朋友圈，对话内容为不实信息。 目前，该朋友圈视频已删除，公安机关正在进一步调查处置。 多地招聘年龄放宽至45岁 据工人日报，中央财经大学人力资本与劳动经济研究中心发布的《中国人力资本报告 2024》数据显示，全国劳动力人口平均年龄从1985年的32.25岁上升到了2022年的39.72 岁。 记者注意到，破除35岁就业年龄限制在一些招聘公告中开始显现：山东、新疆、贵州等地 发布的事业单位招聘公告，把部分岗位年龄放宽至45周岁以下；北京一家国有文化科技企 业招聘年龄要求在45周岁以下；辽宁鞍山(国家)高新技术产业开发区发布的企业招聘公告显 示，年龄放宽至45周岁以下等。 泡泡玛特创始人成河南新首富 6月8日，根据福布斯实时富豪榜，泡泡玛特（09992.HK）创始人王宁目前身 ...