Effectiveness Of Recruiting New Civil Servants Based On The Perspective Of Person-Position Fit

The recruitment of new civil servants is an important part of the administration of civil servants,the entrance of the Party and Government Authorities,and the main content of the human resources of the government.It bears the important responsibility of maintaining the image of the Party and Government Authorities,promoting the social justice and equity,and strengthening the construction of the civil service.The classification management of civil servants has put forward new requirements and new tasks for the recruitment of new civil servants.Civil service departments should try their best to make the recruitment more scientific and accurate on the basis of fairness and equity.This paper based on the background of the civil service classification reform,takes the perspective of person-position fit,studies the effect of the recruitment of new civil servants,represented by the city of Shanghai.It is of great theoretical and practical significance to get regular knowledge,to improve the efficiency of recruiting civil servants,to make the new civil servant feel the match between the person and the position.This paper based on the theory of person-position fit and modern personnel assessment,uses the combination of inductive analysis and deductive analysis,questionnaire survey,data statistics and interview.The sample population was new civil servants in Shanghai in 2017.The reliability and validity of the questionnaire have been tested.By using correlation analysis and regression analysis,this paper compares the results of subjective self-evaluation and objective other-evaluation and puts forward the unsatisfactory recruitment of civil servants,analyzes the reasons of the vacancy of motivational tools,position analysis,talent evaluation technology,and finds out the relation and operation mechanism between the problems.The hypotheses proposed in this paper have been verified.The age of newly enrolled civil servants and their professional subjects are significantly related to their job adaptation.Modern personnel assessment technology has a significant impact on the matching of new civil servants.The results of written test are closely related to the matching of new recruits.The interview results are significantly related to the job adaptation of new civil servants.Through empirical research,this paper concludes the basic principles of the suitability of the person and the position to be followed by civil service departments and employers in the process of the recruitment of new civil servants.From the aspects of person-position fit,person-job fit,person-organization fit,person-team fit,and person-supervisor fit,this paper puts forward the policy system and implementation path that can be optimized.Through the ideological building and humanistic concern system of the civil service,the job satisfaction of new civil servants can be improved.Through the recruitment of civil service classification,the goal of person-position fit can be achieved.We can know people through a scientific system of talent assessment,know the position through a normative position analysis,and make proper use of the right person through building the competency model,so that everyone can achieve their own talents,every position will has the right person,and the effect of recruiting new civil servants can be optimized from the perspective of person-position fit.