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First, improving the quality of listed companies means putting forward higher requirements on corporate governance, financial status, etc. This makes enterprises pay more attention to the professional ability and comprehensive quality of talents when carrying out projects. In the past, people who may only be satisfied with completing tasks now need to have a deep understanding of the industry, superb technical level and good teamwork ability to cope with more stringent market competition and regulatory environment.

Increasing the intensity of delisting will put companies under greater survival pressure. In order to avoid being delisted, companies will be more cautious in project selection and execution. This directly affects the needs and strategies of recruiting people for the project. At the project launch stage, companies will screen talents more carefully to ensure that the recruited people can provide strong guarantees for the successful implementation of the project. During the project promotion process, if it is found that the personnel are not competent for the work, the company will also make adjustments more decisively to ensure that the project can be promoted according to the expected quality and progress.

At the same time, this move also encourages companies to pay more attention to long-term planning and talent reserves when looking for people for projects. As market uncertainty increases, companies need to have a stable and adaptable talent team. Therefore, during the recruitment process, they not only pay attention to the needs of the current project, but also consider the company's future development direction and possible challenges, so as to select talents with potential and adaptability.

In addition, the CSRC's measures have also affected the flow and distribution of the talent market. Talents working in high-quality listed companies or companies with good development prospects will be more favored. In companies facing the risk of delisting, outstanding talents may choose to leave and seek a more stable platform with room for development. This change in talent flow has further intensified the competitive pressure on companies when looking for people for projects.

For job seekers, this policy of the CSRC also requires them to re-examine their career plans and development directions. When choosing a job opportunity, one should not only focus on immediate benefits, but also consider the long-term development prospects of the company and the growth space for oneself in it. Talents with rich experience and professional skills are more likely to obtain ideal job opportunities in this environment; while those job seekers who lack competitiveness need to constantly improve themselves to adapt to market changes.

In summary, the CSRC’s emphasis on improving the quality of listed companies and increasing the intensity of delisting has had a multi-faceted impact on project recruitment. Both companies and job seekers need to adjust their strategies and plans according to market changes in order to achieve their own development goals.