The report of the 20th National Congress of the Communist Party of China proposed to regard talent as the primary resource. The public institutions are the main carriers to provide public services for China’s economic and social development, with the open recruitment as an effective way to improve managerial effectiveness and quality. The recruitment of public institutions in China has undergone the transformation from overall dominant personnel allocation to technical selection. It has experienced three stages: from planned management to open recruitment, from the guided recruitment to the standardized institutional construction of “mandatory examinations”, and from experience-based selection to the procedural and scientific recruitment design. The logical orientation of technical selection is to pursue rationality and efficiency, and numerical symbols and scoring indicators have become the primary basis for recruitment. While exerting its functions, the drawbacks of the above-mentioned assessment are beginning to emerge. Therefore, it is necessary to take talent assessment, procedure justice, personnel and job suitability and talent-quality iceberg model as the theoretical basis, extricate from such dilemma in recruitment, go beyond the mode of simplification and reduction over the multiple requirement for positions, and beyond the programmed selection aiming at technical efficiency, and promote the transformation from the superficial, symbolic and formalized selection model to an innovative, ecological and holistic way, so as to optimize the design of the recruitment examinations for public institutions, and improve the reliability and validity of the selection results.