In the early days of Tenda's establishment, Assistant Xin was 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 handle it, so it was logical to let the administration branch out into special departments such as human resources and finance.
Assistant Xin also directly handed over the human resources work of recruitment to the human resources department.
"Then you call Xiao Hao, and I will ask him a few words about future recruitment."
"Okay." Assistant Xin nodded and went out.
Pei Qian sat in the chair, thinking.
Thinking about it now, it may have been a misunderstanding that I underestimated the human resources department before.
This probably stemmed from some of Pei Qian's previous prejudices about this department.
Some people say that in many large companies, the human resources department is somewhat similar to the ancient East and West factories.
Many large companies broke out some scandals, such as forcing sick employees to resign, firing without compensation, etc. Basically, there are HR figures in them, and they have a strong sense of presence.
Forcing employees to resign must be the boss's instigation, but the actual executor is HR, and it is inevitable to take the blame.
At the same time, hr often picks faults and lowers prices during recruitment interviews. On weekdays, he also occasionally plays the role of a layman instructing an expert and pointing fingers in the professional field, so it is very annoying.
Pei Qian was just an ordinary employee before his rebirth, and naturally had a natural dislike for HR.
But now, Pei Qian suddenly felt that his thoughts were a bit wrong.
In the final analysis, hr is doing the dirty work for the boss.
Whether HR is good or bad depends not 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 President Pei can also use hr to better accomplish his goal of screening scumbags!
If you can train HR well, let them take the initiative to help the interviewers raise their prices and choose some employees who don't like to work overtime during the interview, wouldn't that be a big help to President Pei
Therefore, Pei Qian decided to meet this little Hao, focusing on instilling the spirit of Tenda and clarifying Tenda's recruitment model.
…
After waiting for a few minutes, someone knocked on the door.
Hao Yun came to the office and looked a little nervous.
This is a young girl who looks to be in her twenties. She is not tall, and she is not good-looking. She has a round face and big eyes. She looks like a company employee with no characteristics.
Younger than Pei Qian imagined.
But this is also normal. After all, when Pei Qian recruited the first batch of employees, he selected some newcomers with little experience.
Therefore, the management of Tenda is generally young now.
Pei Qian had a good first impression of this little Hao without the domineering feeling that HR had in his impression.
And this little Hao really doesn't have a sense of existence. Pei Qian looked at it carefully, but he just couldn't recall seeing her in the company, which shows that he has a low sense of existence.
"Mr. 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 opposite seat, still a little apprehensive.
After all, she used to receive quests from Assistant Xin before, but 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. You should be clear about this. You should talk about the main responsibilities of the human resources department first." Pei Qian said.
Hao Yun hurriedly nodded: "Yes, Mr. Pei, the human resources department should decide the allocation of talents according to their majors and specialties, and at the same time, they should also create a relaxed and pleasant working atmosphere and fully mobilize the enthusiasm of the employees..."
Hao Yun said a lot in one breath.
She originally wanted to talk briefly, but seeing that President Pei never meant to interrupt, she just had to bite the bullet and keep talking.
Pei Qian was silent for a moment: "Yes, that's it!"
He originally just wanted to be polite and make the human resources department more important, but he didn't know how to say it, so he let Hao Yun say it himself.
In the end, Hao Yun said it so well that Pei Qian was too embarrassed to interrupt.
"In short, the human resources department is very important. Therefore, I hope that HR can better understand Tenda's corporate culture and use it to guide a series of work such as recruitment and personnel management."
"How are you currently screening resumes? Do you have any ideas?"
Hao Yun was refreshed.
What Mr. Pei asked about happened to be his own work!
"First we will screen the resumes."
"Because there are so many people submitting resumes, and we need very few positions, we will be stricter in the screening of resumes."
"We will conduct preliminary screening based on factors such as the applicant's academic qualifications, graduation school, work experience, project experience, etc., and screen out more than 80% of the job applicants."
"Then, we'll send job applicants out invitations to interview."
"There will be two rounds of interviews, the first round is the department head interview, and the second round is the HR interview."
"Finally, we will negotiate to seek 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 for general HR.
But Mr. Pei must not be satisfied with this process!
The resume link directly screened out some people with low academic qualifications, poor graduate schools, and no work experience. Isn't the chance of recruiting scumbags greatly reduced!
If things go on like this, the company will be filled with a group of screaming strugglers. Doesn't this make President 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 do you think the process should be, Mr. Pei?"
She also hurriedly took out a small notebook, ready to record.
Pei Qian was very satisfied with such obedient employees, and gave a detailed introduction to the selection criteria for employees that he had long thought about.
"Our Tengda standard is to drop talents without sticking to one pattern!"
"How can we discriminate against job seekers because of their poor academic qualifications, bad graduate schools, lack of work experience, and unsightly resumes?"
"Absolutely not!"
"We must treat all those who submit resumes equally and give them a fair chance to compete!"
"Therefore, there is no part of screening resumes. We will accept all applicants who submit resumes to apply for jobs."
Hao Yun wrote in the small notebook, his face full of confusion: "Ah? But Mr. Pei, the workload is too much, and the interview will not come at all."
Pei Qian shook his head: "You don't need to interview everyone."
"We will find a time to 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 books."
"At that time, according to the position, the top few will enter the interview."
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, set the questions, arrange for someone to mark the papers, invigilate the test, and so on."
"The more people there are, the more money you spend. Judging from the current enthusiasm of job seekers, it may be expensive to hold 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.
After Hao Yun finished recording, he glanced at the contents written down in the small notebook, and asked again, "If the exam questions are to be asked, do the heads of each department come up with the questions and mark them?"
Pei Qian shook his head: "Only some of the topics are from the heads of various departments."
"The written test will be divided into two parts, the first half is a basic ability test, including basic knowledge, judgment and reasoning, data analysis, material discussion, etc., focusing on examining the basic ability of job seekers; the second half is a professional knowledge test, which is issued by the heads of various departments. questions and examine the knowledge and abilities necessary for the position.”
"After the written test, you will enter the interview according to the total score ranking."
"In the interview stage, the order of positions should be disrupted, and the heads of various departments will conduct cross-interviews."
Hao Yun: "Huh? What do you mean by cross-interview?"
Pei Qian explained: "The person in charge of the game department went to interview the interviewee of Adverse Logistics, and the person in charge of Moyu Takeaway went to interview the interviewee of Moyu Internet Cafe... The specific department to be interviewed will be decided by a temporary draw."
Hao Yun was even more confused: "President Pei, is this okay? As the saying goes, every line is like a mountain..."
Pei Qian smiled slightly: "This is easy to handle."
"Predetermine the interview questions and interview answers in advance. For example, the person in charge of Tenda Games interviews the interviewer of the upstream logistics, even if he is not clear about the work of the upstream logistics, but as long as he faces the interview answers, it is enough to identify which one is interviewing. perform better.”
Hao Yun was at a loss: "But what's the point of doing this?"
Pei Qian got stuck for a while, but quickly realized: "The significance of this... is very big! For example, it can effectively avoid the situation of nepotism and small groups in various departments!"
"It's a good way to avoid the big business disease of cronyism!"
Hao Yun nodded suddenly and hurriedly recorded.
Pei Qian continued: "After the interview, the final candidates 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 Fit Test!"
"In this part, I will personally write the questions, organize everyone to take the test, and finally mark the papers electronically."
"Only those who pass the test can be officially hired."
"If you don't pass, you can only enter a one-month internship period. Although the salary is still paid, you cannot be responsible for key tasks during the internship period. The main thing is to study hard and experience the spirit of Tenda."
"After the one-month internship period, the Tenda Spiritual Fit Test will be conducted again. If you haven't passed it, you can only continue to extend it regrettably. After three delays in total, you can only regretfully dismiss and compensate."
Hao Yun quickly recorded it in the small notebook, feeling emotional.
Mr. Pei is indeed Mr. Pei, and he has arranged so many links for the interview!
Sounds very rigorous!
Although Hao Yun felt that these links were a bit superfluous and superfluous, she also felt that President Pei must have other deep meanings, so she didn't think about it too much.
Moreover, Mr. Pei's arrangement does have some truth.
Pei Qian himself felt very satisfied.
If the recruitment is done in the usual way, the human resources department brought by Assistant Xin will definitely not eat dry rice, and the heads of each department are keen to backstab President Pei, and the new employees recruited in the end must be fierce, which is a bit difficult to overcome. .
Although the current arrangement cannot be said to completely avoid this situation, at least it has a significant weakening effect!
First of all, by not screening resumes and giving everyone a chance to compete fairly, it can prevent many newcomers with low education and less experience from being brushed off.
Secondly, only half of the written test is a test of position knowledge, and the other half is a basic ability test that has nothing to do with the position, and it is used by those brothers who are relatively hard in the test but not necessarily strong in work ability.
Furthermore, during the interview, various departments will conduct cross-interviews, allowing laymen to interview experts, and the chance of selecting outstanding talents is greatly reduced.
In the end, the Tenda Spiritual Fit Test can select many idiots. Those who are dedicated to work are forced to directly compensate them and then persuade them to quit, which not only costs money, but also ensures the safety of their jobs.
Simply perfect!
Of course, this standard did not reach Pei Qian's ultimate goal.
But he can't go too far, and it's impossible to directly write "come asshole" in the recruitment criteria.
This is already the recruitment process that Mr. Pei is most satisfied with within the scope allowed by the rules.
Soon, Hao Yun had memorized everything, and he memorized several pages densely in the small notebook.
Pei Qian nodded with satisfaction and said, "Then, the main task of the Human Resources Department in the near future is to coordinate various departments as soon as possible and arrange this interview process."
"Including how to choose the venue, how many positions there are in each department, the arrangement of the exam, etc."
"Speak where you have money, don't be afraid to spend money!"
"For example, when you sign up, if you think it's too troublesome to screen your resumes, 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 of admission tickets."
"Again, don't be afraid to spend money!"
"Talent is the foundation of an enterprise's development. This is a long-term talent selection mechanism. The merit is in the present and the benefit in the future, understand?"
Hao Yun nodded: "Okay, Mr. Pei, understand!"
She paused and found that she had overlooked a question: "Uh, Mr. Pei, in 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 in the HR interview during the recruitment process, and the price will inevitably be lowered during the negotiation process.
This is a common method used by most companies to reduce spending.
But now there seems to be no such link in President Pei's recruitment process
Pei Qian said solemnly: "The pressure on salary is so inconsistent with Tengda's company culture!"
"Since the job seeker has passed the layers of selection and tests, it means that he is the talent we need."
"For this kind of talent, you should naturally be eager for talent, how can you suppress the salary?"
"Just for a few hundred dollars a month, it makes the talents unhappy and unsteady in their work, which affects the work efficiency. Isn't it our company that suffers?"
"So, don't lower the price!"
"Let job seekers raise their own salary standards and lower prices by themselves, that's hooliganism!"
"We pay directly in accordance with the industry's higher standards, and we must ensure that the salary offered by Tenda is competitive. Once employees pass the Tenda Spiritual Fit Test, they will receive a salary increase immediately."
"With enough money, employees can work hard for Tengda!"