"Simple" and "complicated" are twin brothers. Many times simplicity and speed are what we pursue, but there is no such thing as simplicity or complexity in the world. Our understanding of things often exists between "simple" and "complicated", and because of this, in the process of understanding the world, we promote social progress and career development. Be simple, not complicated, and be complicated, not simple, in order to achieve efficiency and results. In the same way, when dealing with the introduction, training, and employment of talents, all regions must adhere to the appropriate "simplification" and "complexity". Only in this way can we create a good development environment for the growth of talents and entrepreneurial officers.

First of all, localities should not simply copy others’ practices when it comes to talent introduction. The talent introduction work in various localities must be "dislocated" and "aligned". The so-called "dislocation" means that there should be no convergence and should be based on one's own reality. The so-called "counterpoint" means that the introduction of talents must be based on reality and make it consistent with local reality. There are still huge differences in geography, economy and other aspects between various cities in our country. The attraction to talents and the structure of demand for talents are very different. If the same talent route is adopted, there will be no "matching". Therefore, we must recognize this reality, respect the laws, base ourselves on our own reality, find our own position, and value both foreign talents and local talents. Only then can we do a good job in talent work.

Secondly, pay attention to the construction of talent ecology, and do not think about talent introduction too simply. Talent work is not just about bringing in people. In fact, it is better to rely on the construction of talent ecology, that is, how to utilize, retrain, motivate, and retain people is the top priority. However, this is often overlooked in many places. We have spent a lot of effort but failed to attract talents; once the talents come, they will not stay for a long time. I spent too much financial and material resources and ended up making wedding clothes for others. "The problem doesn't stop there. Now the talent introduction work in some places has put considerable pressure and burden on local finances. However, the results have been very little. Many places focus on "outside" but not on "inside" and focus on introduction. Foreign talents should be favored over others. In fact, the introduction of talents cannot be understood as "buying talents". It is equally important to discover local talents.

Thirdly, it is important to innovate the talent sharing mechanism and do a good job. Scientific planning for talent development. Deepen the implementation of the concept of "introduction", innovate the talent sharing mechanism, and introduce strategic, overall and planning talents in an intelligent way. At the same time, plan and formulate medium- and long-term talent plans suitable for development. . This flexible method of remote talent recruitment is also gradually promoted for scarce and in-demand talents. This more flexible intelligent leasing method gradually moves from "talent to me" to "talent to me."

Fourth, we have also done a lot of work on "remaining" and strive to discover and develop talents. The most distinctive feature is to connect local talents and "pan-local" talents through "Overseas Chinese Association" and "Alumni Association". From industrial and commercial registration, patent and trademark application, science and technology project establishment, brand packaging, tax registration, investment coordination, to household registration transfer, partner's work, children's schooling, education issues, etc., we provide almost one-stop coordination services. Make it easier for them to settle down.

In short, reducing complexity into simplicity is an art, and hiding complexity in simplicity is a kind of precipitation. To introduce talents, we must not only reasonably define the scope of talents based on local conditions, but also delve into the connotation of "introduction". This requires all localities to spend time on the introduction, service, utilization, re-training and motivation of talents. Don’t be afraid of trouble if it’s troublesome; it must be easy if it should be easy, and strive to create good entrepreneurial officers for the growth of talents. development environment.