随着国家“特岗计划”的实行，我国中西部地区存在县级教师招聘和特岗教师招聘两种教师招聘机制。教师招聘是保证教师质量的关键环节，合理的教师招聘机制对于改善我国农村义务教育师资质量低下的现状具有重要意义。本研究以河北省L县为个案县，L县是典型的山区贫困县，农村基础教育布局分散，教师队伍结构不合理，民办教师仍然存在。 2000年以来，教师补充以大中专或师范毕业生为主，称为“试岗教师”，试岗教师招聘与当下农村学校编制紧张，县级财力不足的现状有着强大的契合度。通过对县级教师招聘机制和特岗教师招聘机制在报考资格要求、招聘程序、考核内容、教师基本管理制度以及决策主体五方面的比较发现：县级教师招聘涉及部门较多，导致各部门之间职责不清；招聘信息发布层级低，带来了宣传渠道不畅；考核内容随意性大，影响了招聘教师质量；操作程序不规范，降低了招聘机制的公平竞争性。特岗教师招聘机制针对县级教师招聘机制存在的问题进行设计，由中央政策进行正面引导，拓宽了宣传渠道；将招聘权限上移至省级层面，规避了地方利益争夺的干扰；把教师招聘权限转移由人社部门转移至教育部门，明确了教师招聘的决策主体；用三年后空出的资源为当下招聘教师，突破了财政和编制的限制。从对两种招聘机制中四大类主要行动者——组织者、应聘者、用人单位及消费者的行动逻辑和具体利益追求的分析可以发现，特岗教师招聘解决了县级招聘机制中的一些问题，同时也面临一些新的隐患：事权和财权的分离，容易滋生县级政府推卸在义务教育财政和师资队伍管理方面的责任；超越编制和财力承受范围招聘特岗教师，影响三年后特岗教师服务期满转编和工资待遇的落实；外地大学生与当地文化的适应性问题，带来了对特岗教师队伍稳定性的担忧；县级政府在教师招聘上的权力受到限制，影响政策的可持续发展。合理的教师机制是为保障教师招聘的公平和效率而形成的关于教师招聘行为人、应聘者和招聘规则的体系和运作方式，其目标是为保证学校教师资源能够得到充分供应和合理配置。通过分析两种教师招聘机制的异同和优劣，提出改进我国农村义务教育教师招聘机制的建议：需要建立“以省为主”财政体制的经费支持；需要由省级统筹教师招聘权力；需要将教师招聘权统归教育部门；需要以县为单位，具体到学校，按班师比重新核算农村义务教育教师编制。

Teacher recruitment mechanism is the mutual product of deepen reform of the education management system and personnel structural, teacher-recruitment is a key link to ensure the teacher quality and has great significance in improving the current rural education teacher situation. With the implementation of Special-post Teacher Program, there are two recruitment mechanisms exist in central and western regions of China: county-level teacher recruitment mechanism and special-posts teacher recruitment mechanism. L County in Hebei province is a typical has a backward economical development county, Rural basic education layout is dispersive and teacher’s structure is irrational, non-governmental teachers problem still exist. Since 2000, teachers' addition based on college or normal university students, known as the" trial-post teacher", they fit well with county financial insufficient current situation and establishment tension. But problems still exist in the following : too many involved departments, the complexity of inter-governmental relations, relevant departments responsible are not clear; recruitment level is not high enough; assessment content has much subjectivity which affect the quality and quality of teacher recruitment; non-standard operating procedures, reducing the fairness and openness of teacher recruitment. Special-post teacher recruitment mechanisms introduced in the problematic background of county-level teacher recruitment mechanisms, through the comparison of similarities and differences of two recruitment mechanisms in five areas including qualification requirements, recruitment procedures, assessment content, basic management system, as well as the main decision-making of mechanism itself. The analysis found that the special-post teacher recruitment mechanism has the following advantages: (1) improve the recruitment level, positive guidance of the central policies; (2) the recruitment decision-making body defined and teacher recruitment permission transferred from the personnel department to the education sector; (3) breakthrough limitations of financial and, the central government special fund supported, spare teacher quotas in the there future years for the moment; (4) move the recruitment permission, to avoid the interference of the local competing interests, making teacher recruitment more open, fair and transparent.Mechanism operation is inseparable from realistic soil, analysis four main actors of two recruitment mechanism deeply——organizers, applicants, employers and students' logic of action and specific interest pursuit. It found that special special-post teacher recruitment t mechanism solves the problems exist in county-level teacher recruitment t mechanism, but also faced some resistance of the reality. (1) separation of property rights and powers, will increase the county-level dependence to the central, shirk the responsibility of compulsory education should be. (2) recruitment special teachers beyond the preparation and financial resources will impact special teachers upon completion of service changes and wages to implement the three years after. (3) stability problems of special posts of teachers, such as cultural adjustment problems, marital problems, etc.(4) the authority of government at the county level rent-seeking has been limited, policy of sustainable development are affected.Reasonable mechanisms designing established on a certain society. Lying on the game and specific game form design, participants’ selection strategy and behavior under self-interested reach agreement on allocation result and anticipated goals consistent. Study and compare two mechanisms for teacher recruitment, make recommendations to improve the teachers recruitment mechanism of rural compulsory education: financial support of “Provincial mainly” financial system; system of protection at the provincial level teacher recruitment.; transfer teacher recruitment decision-making body to the education sector; county as a unit, specific to the school, carry out class-teacher reform according to the triumphant return than the re-accounting.