Chapter 316 Tenda's Recruitment Criteria

In the early days of Tengda's establishment, Assistant Xin was also in charge of recruitment and finance, and colleagues in the administrative team were only responsible for helping her.

But as the company got bigger and bigger, Assistant Xin definitely couldn't manage it, so it was logical for the administration to split into specialized departments such as human resources and finance.

Assistant Xin also directly handed over the human resources work such as recruitment to the human resources department.

"Then call Xiaohao here, and I'll tell him a few words about future recruitment."

"Okay." Assistant Xin nodded and went out.

Pei Qian sat on a chair, lost in thought.

Thinking about it now, it may be a misunderstanding that I underestimated the human resources department before.

This probably stems from Pei Qian's previous prejudice against this department.

Some people say that in many large companies, the human resources department is somewhat similar to the ancient East Factory and West Factory.

There have been scandals in many large companies, such as forcing sick employees to leave, firing without compensation, and so on. There are basically HR figures in them, and their presence is very strong.

Forcing employees to leave must have been ordered by the boss behind the scenes, but the actual executor is HR, so it is inevitable that he will be blamed.

At the same time, HR often finds faults and lowers prices during recruitment interviews, and occasionally plays the role of laymen guiding experts and dictating in the professional field, so it is very annoying.

Pei Qian was just an ordinary employee before his rebirth, so he naturally had a natural aversion to HR.

But now, Pei Qian suddenly felt that his thinking was a bit wrong.

In the final analysis, HR is doing the dirty work for the boss.

Whether HR is good or bad does not depend entirely on their own professional ethics, but more on what kind of company they are in and what kind of boss they have.

Those unscrupulous companies can use HR to squeeze employees, but Mr. Pei can also use HR to better fulfill his goal of screening bastards!

If you can train the hr well, let them take the initiative to raise the price of the interviewer during the interview, and choose some employees who don't like to work overtime, wouldn't that be a great help to Mr. Pei?

Therefore, Pei Qian decided to meet this little Hao, focusing on instilling the Tenda spirit in him, and clarifying Tenda's recruitment model.

...

After waiting for a few minutes, someone knocked on the door.

Hao Yun came to the office, looking a little nervous.

This is a young girl who looks to be in her twenties. She is not tall, and she is not even good-looking. She has a round face and big eyes. She looks like an ordinary company employee.

Younger than Pei Qian imagined.

But this is normal, after all, when Pei Qian recruited the first batch of employees, he chose some newcomers with little experience.

Therefore, the current management of Tenda is generally young.

Without the domineering feeling of HR in his impression, Pei Qian had a good first impression of this little Hao.

And this little Hao really doesn't have any sense of presence. Pei Qian looked at it carefully, but he couldn't recall that he had seen her in the company before, which shows that his sense of presence is low.

"President Pei, are you looking for me?" Hao Yun asked timidly.

"Well, sit down, I have a very important task for you."

Hao Yun sat down on the seat opposite, still a little nervous.

After all, she used to receive tasks from Assistant Xin. This time, she changed to a higher-level NPC, and she felt a little uncomfortable for a while.

"The position of the human resources department is very important, and you should be clear about that. First, let's talk about the main job responsibilities of the human resources department." Pei Qian said.

Hao Yun nodded quickly: "Yes, Mr. Pei, the human resources department should determine the allocation of talents according to their majors and specialties, and at the same time create a relaxed and happy working atmosphere and fully mobilize the enthusiasm of employees..."

Hao Yun said a lot in one breath.

She originally wanted to talk briefly, but it seemed that Boss Pei never meant to interrupt, so she just had to bite the bullet and keep talking.

Pei Qian was silent for a moment: "Yes, that's it!"

Originally, he just wanted to be polite and elevate the importance of the HR department, but he didn't know what to say, so he let Hao Yun speak for himself.

In the end, Hao Yun spoke so well that Pei Qian didn't have the nerve to interrupt for a while.

"In short, the human resources department is very important. So I hope that HR can better understand Tenda's corporate culture and use it to guide a series of tasks such as recruitment and personnel management."

"How is your resume screening work going? Any thoughts?"

Hao Yun was refreshed.

What Boss Pei asked happened to be his job!

"First we screen the resumes."

"Because there are a lot of people submitting resumes, and we need few positions, so our screening of resumes will be stricter."

"We will conduct preliminary screening based on the applicant's education background, graduate school, work experience, project experience and other factors, and screen out more than 80% of the applicants."

"Then, we send out interview invitations to job seekers."

"There will be two rounds of interviews, the first round is the department head interview, and the second round is the HR interview."

"In the end, we will negotiate to find a salary that is suitable for both the job seeker and the company..."

Hao Yun briefly described the original recruitment process.

Pei Qian frowned.

This is the standard interview process of general hr.

But Mr. Pei is definitely not satisfied with this process!

The resume link directly screened out some people with low education, poor graduate school, and no work experience. Isn't the chance of recruiting a bastard greatly reduced!

If things go on like this, the company is full of a group of screaming strugglers. Doesn't this make Boss Pei sleepless?

Certainly not!

Pei Qian was silent for a moment, and said: "The process is very good, but... I don't think it meets Tenda's recruitment standards."

Hao Yun was a little nervous: "Ah, is that right? What kind of process do you think Mr. Pei should have?"

She also hurriedly took out a small notebook and prepared to record it.

Pei Qian was very satisfied with such obedient employees, and gave a detailed introduction to the employee selection criteria that he had thought about long ago.

"Our Tengda standard is to reduce talents without sticking to one pattern!"

"How can you discriminate against job applicants because of their poor academic qualifications, poor graduate schools, lack of work experience, and unsightly resumes?"

"This is absolutely impossible!"

"We must treat all those who submitted their resumes equally and give them a fair chance to compete!"

"Therefore, there should be no part of screening resumes. We will accept all those who submit their resumes for job hunting."

Hao Yun wrote in a small notebook, his face full of confusion: "Huh? But Mr. Pei, the workload is too much, and I can't even pass the interview."

Pei Qian shook his head: "There is no need to interview everyone."

"Let's find a time and arrange a unified written test for them. We will set up a venue for the written test and let them answer the questions in closed book."

"At that time, the top few will be selected for the interview according to the position."

Hao Yun was still confused: "In this case, the cost is still very high. To organize such a large-scale written test, you need to prepare the venue, write questions, arrange people to mark the papers, invigilate the test, etc."

"The more people there are, the more money will be spent. Judging from the current enthusiasm of job seekers, it may be expensive to conduct such a large-scale written test..."

Expensive?

Isn't that just right!

Pei Qian said seriously: "These are all necessary costs and cannot be saved."

"Uh, okay." Hao Yun nodded and quickly recorded in the small notebook.

Hao Yun finished recording, glanced at the content recorded in the small notebook, and asked again: "As for the exam questions, do you ask the heads of various departments to come up with the questions and grade the papers?"

Pei Qian shook his head: "Only some of the questions were submitted by the heads of various departments."

"The written test will be divided into two sessions. The first half is the basic ability test, including basic knowledge, judgment and reasoning, data analysis, material discussion, etc., focusing on the basic ability of the job seeker; the second half is the professional knowledge test, which is given by the heads of various departments. Questions to examine the knowledge and abilities necessary for this position."

"After the written test is over, they will enter the interview according to the ranking of the total score."

"In the interview stage, the order of the positions must be disrupted, and the heads of various departments will conduct cross-interviews."

Hao Yun: "Huh? Cross interview?"

Pei Qian explained: "The person in charge of the game department will interview the interviewees of Headwind Logistics, and the person in charge of Moyu Food Delivery will interview the interviewees of Moyu Internet Café... The specific department to interview will be determined by a temporary draw."

Hao Yun was even more confused: "Mr. Pei, is this okay? As the saying goes, every line is like a mountain..."

Pei Qian smiled slightly: "This is easy to handle."

"Determine the interview questions and interview answers in advance. For example, if the person in charge of Tenda Games goes to interview the interviewer of Headwind Logistics, even if he is not clear about the work of Headwind Logistics, just looking at the interview answers is enough to identify which interviewer performed better.”

Hao Yun felt at a loss: "But, what's the point of doing this?"

Pei Qian got stuck for a moment, but quickly realized: "The significance of this... is great! For example, it can effectively prevent nepotism and small groups from getting together in various departments!"

"It can well avoid the big business disease of nepotism!"

Hao Yun nodded suddenly, and hurriedly recorded.

Pei Qian continued: "After the interview session, the final candidate will be determined based on the total score of the interview and written test."

"However, there is a third link after this, which is the Tenda Spiritual Compatibility Test!"

"In this link, I will personally write the questions, organize everyone to take the exam, and finally electronically mark the papers."

"Those who pass this test can officially enter the job."

"If you fail, you can only enter a one-month internship period. Although the salary is still paid, you can't be responsible for key tasks during the internship period. The main thing is to study hard and experience the spirit of Tengda."

"After the one-month internship period, the Tengda spiritual fit test will be taken again. If you have not passed it, you can only continue to postpone it regrettably. If you postpone it three times in total, you can only be dismissed and compensated with regret."

Hao Yun quickly recorded in the small notebook, feeling emotional in his heart.

Boss Pei really is Boss Pei, who has arranged so many sessions for the interview!

Sounds very serious!

Although Hao Yun felt that these links were superfluous and superfluous, she felt that Boss Pei must have other deep meanings, so she didn't think too much about it.

Moreover, Mr. Pei's arrangement does make sense.

Pei Qian himself felt very satisfied.

If the recruitment is done according to the conventional method, the human resources department brought out by Assistant Xin is definitely not for nothing, and the heads of each department are all keen to backstab Mr. Pei, and the new employees recruited in the end must be very fierce, which is a bit difficult. up.

Although the current arrangement cannot be said to completely avoid this situation, at least it has an obvious weakening effect!

First of all, by not screening resumes and giving everyone a fair chance to compete, we can prevent many newcomers with low education and experience from being dismissed.

Secondly, only half of the written test is a test of job knowledge, and the other half is a basic ability test that has nothing to do with the job.

Furthermore, during the interview, various departments conduct cross-interviews, allowing laymen to interview experts, and the chances of selecting outstanding talents are greatly reduced.

Finally, the Tenda Spiritual Fit Test can select many bastards. For those who are dedicated to work, they are directly compensated and persuaded to quit, which not only costs money, but also ensures the safety of their jobs.

It's just perfect!

Of course, this standard did not meet Pei Qian's ultimate goal.

But he can't go too far, it is impossible to directly write "come to bastard" in the recruitment criteria.

This is already within the scope allowed by the rules, Mr. Pei's most satisfactory recruitment process.

Soon, Hao Yun memorized everything, and wrote down several pages densely in the small book.

Pei Qian nodded with satisfaction, and said, "Then, the main task of the human resources department in the near future is to coordinate with various departments as soon as possible to arrange this set of interview procedures."

"Including how to choose the venue, how many positions there are in each department, the arrangement of the exam and so on."

"Where there is money, talk, don't be afraid to spend money!"

"For example, registration. If you feel that screening resumes is too troublesome, you can spend money to build a special recruitment website to realize the complete intelligence of a series of steps such as registration and printing admission tickets."

"Again, don't be afraid to spend money!"

"Talent is the foundation of enterprise development. This is a long-term talent selection mechanism. The merits of the present age will benefit the future. Do you understand?"

Hao Yun nodded: "Alright Mr. Pei, I understand!"

She paused, and found that she had overlooked a question: "Uh, Mr. Pei, at which link is the specific salary determined?"

"Do you still need to lower the price?"

According to the regulations of general companies, the salary will be discussed during the hr interview during recruitment, and the price will inevitably be lowered during the negotiation process.

This is a common tactic used by most companies to reduce expenses.

But now Mr. Pei's recruitment process doesn't seem to have this link?

Pei Qian said seriously: "Things like suppressing salary are too inconsistent with Tenda's company culture!"

"Since the job seeker has passed layers of selection and numerous tests, it means that he is the talent we need."

"For this kind of talent, it is natural to be eager for talent, how can we suppress the salary?"

"Just for a mere few hundred dollars a month, the talents are unhappy, their work is not practical, and their work efficiency is affected. Isn't our company the one that suffers?"

"So, don't lower the price!"

"Letting job seekers raise their own salary standards and then lower prices, that is hooliganism!"

"We pay directly according to the higher standards of the industry, and we must ensure that the salary offered by Tenda is competitive. When employees pass the test of Tenda's spiritual fit, a salary increase will be made immediately."

"With enough money, employees can work for Tengda wholeheartedly!"

Ask for a ticket~