Chapter 315 Tengda’s Recruitment Standards

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

But as the company grew larger and larger, Assistant Xin was definitely unable to manage it, so it was natural for the administration to separate into specialized departments such as human resources and finance.

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

"Then you call Xiao Hao, and I'll give him a few words about future recruitment."

"Okay." Assistant Xin nodded and went out.

Pei Qian sat on the chair and fell into thinking.

Now that I think about it, it may have been a misunderstanding that I had underestimated the human resources department too much.

This is probably due to Pei Qian’s previous prejudices about this department.

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

Many big companies have had 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 have been behind the boss's command, but the actual executor is HR, so it is inevitable that he will take the blame.

At the same time, HR often finds faults and lowers prices during recruitment interviews. On weekdays, he also occasionally plays the role of a layman guiding an expert and gesticulating in the professional field, so he is very annoying.

Pei Qian was just an ordinary employee before his rebirth, and he naturally had a natural dislike for HR.

But now, Pei Qian suddenly felt that something was wrong with his idea.

In the final analysis, HR does the dirty work for the boss.

Whether HR is good or bad does not entirely depend 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 exploit their employees, but Mr. Pei can also use HR to better accomplish his goal of screening out the bastards!

If HR could be trained well so that they could proactively raise prices for interviewers during interviews and select employees who don’t like to work overtime, wouldn’t that be a big help to Mr. Pei?

So, Pei Qian decided to meet this little Hao, focusing on instilling the Tenda spirit into him 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 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 normal. After all, when Pei Qian recruited the first batch of employees, he selected newcomers with little experience.

So, now Tenda’s management is generally younglight.

Pei Qian had a good first impression of this little Hao without the domineering feeling in his mind.

And this little Hao really has no sense of presence. Pei Qian looked at her carefully and couldn't recall that he had seen her in the company before, which shows that her sense of presence is low.

"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 seat opposite, still a little nervous.

After all, she had received tasks from Assistant Xin before. This time she changed to a higher-level NPC, and she was a little uncomfortable for a while.

"The position of the human resources department is very important. You should know this. First, please talk about the main 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 based on their majors and specialties. At the same time, it should also create a relaxed and pleasant working atmosphere and fully mobilize employees' work. Enthusiasm..."

Hao Yun said a lot in one breath.

She originally wanted to talk briefly, but it seemed that Mr. Pei never meant to interrupt and just kept talking.

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

He originally just wanted to be a little polite and raise the importance of the human resources department, but he didn't know What should I say, so I let Hao Yun say it himself.

In the end, Hao Yun said it so well that Pei Qian was embarrassed to interrupt for a while.

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

"How are you doing with your resume screening work? Do you have any ideas?"

Hao Yun perked up.

What Mr. Pei asked about happened to be his own job!

"First of all, we will screen the resumes."

"Because there are many people submitting resumes and there are few positions we need, we will be strict in screening resumes. Be strict.”

“We will conduct preliminary screening based on factors such as the applicant’s academic qualifications, graduation school, work experience, and project experience, and screen out more than 80% of the applicants.”

"Then, we will send 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."

"Finally, 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 when he heard this.

This is the standard interview process for general HR.

But Mr. Pei will definitely not be satisfied with this process!

The resume link is directThis will screen out some people with low academic qualifications, poor graduate schools, and no work experience. Doesn’t this greatly reduce the chance of recruiting a bastard?

If things go on like this, the company will be filled with a group of screaming strugglers. Doesn’t this make Mr. Pei sleepless?

Definitely 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, Really? Mr. Pei, what do you think the process should be?"

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

Pei Qian was very satisfied with such obedient employees and introduced in detail the employee selection criteria that he had long thought about.

“Our Tengda standard is to demote talents in any way!”

“How can it be because of a job applicant’s poor academic qualifications, poor graduate school, insufficient work experience, and poor resume? If it doesn’t look good, why should we discriminate?”

“This is absolutely not okay!”

“We must treat everyone who submits their resumes equally and give them a fair chance to compete!”

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

Hao Yun wrote in a small notebook with confusion on his face. : "Ah? But Mr. Pei, the workload will be too much, and I can't even interview."

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

"At that time, the top candidates will be selected according to the position and enter the interview."

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

Expensive?

Isn’t that just right!

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

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

After Hao Yun finished recording, he glanced at the content written down in the small book and asked: "As for the examination questions, do you want the heads of each department to set the questions and mark the papers?"

Pei Qian shook his head: "Only some of the questions are asked by the heads of each department."

"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. focus on testing the basic abilities of job seekers; the second half is a professional knowledge test, with questions set by the heads of each department to test the knowledge and abilities necessary for this position. ”

"After the written test, you will enter the interview according to the total score ranking."

"At the interview stage, the order of positions must be disrupted.Heads of departments conduct cross-interviews. "

Hao Yun: "Ah? What does cross-interview mean? ”

Pei Qian explained: “The person in charge of the game department will interview the interviewees from Niefeng Logistics, and the person in charge of Moyu Takeout will interview the interviewees from Moyu Internet Cafe... Which department will be interviewed specifically? Determined by temporary drawing of lots.

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 answers in advance. For example, the person in charge of Tenda Games went to interview the interviewees of Headwind Logistics. Even if he did not know the job of Headwind Logistics, just looking at the interview answers was enough to identify which interviewer performed better. "

Hao Yun felt confused: "But, what is the point of doing this? "

Pei Qian was stuck for a moment, but he quickly came to his senses: "The significance of this... is great! For example, it can effectively avoid nepotism and cliques in various departments! ”

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

Hao Yun nodded suddenly and hurriedly took notes.

Pei Qian continued: "After the interview session, the final selected job seeker 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 Tengda Spiritual Fit Test! ”

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

“Only those who pass this test can officially join the company. ”

“If you fail, you can only enter the one-month internship period. Although you will still be paid, you will not 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, you will need to take the Tenda Spiritual Compatibility Test again. If you have not passed it, it will unfortunately have to be postponed. If you have been postponed three times in total, you can only regretfully dismiss and compensate. ”

Hao Yun quickly recorded it in a small notebook and sighed in his heart.

Mr. Pei is indeed Mr. Pei, and he has arranged so many steps for the interview!

Sounds very rigorous!

Although Hao Yun felt that these links were a bit superfluous and unnecessary, she felt that Mr. Pei must have other intentions, so she didn't think much about it

Pei Qian himself is very satisfied with the manpower brought by Assistant Xin. The resources department is definitely not a free-for-all, and the heads of each department are keen to stab Mr. Pei in the back. The new employees recruited in the end must be very fierce, which is a bit difficult to handle.

The current arrangement is a bit difficult. It cannot be said that this situation has been completely avoided, but at least it has a significant weakening effect!

First of all, by not screening resumes and giving everyone a fair chance to compete, a lot can be prevented.Newcomers with low education and little experience are 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 position. This gives a thumbs up to those brothers who take the exam more vigorously but are not necessarily strong in work ability.

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

Finally, the Tengda Spiritual Fit Test can select many bastards. For those who work hard, we directly compensate them and then persuade them to quit. This not only costs money but also ensures the safety of their positions.

It’s simply perfect!

Of course, this standard has not reached Pei Qian’s ultimate goal.

But he can't go too far, and it's impossible to directly write "come to fool" 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 memorized everything, and there were several pages densely written down 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 the interview process."

"Including how to choose the venue, how many positions there are in each department, arrangements for exams, etc."

"Speak wherever there is money, don't be afraid to spend money!"

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

“Again, don’t. Afraid of spending money!”

“Talent is the foundation of enterprise development. This is a long-term talent selection mechanism that will benefit the present and future generations. Do you understand?”

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

She paused and realized that she had overlooked a question: "Uh, Mr. Pei, at which stage is the specific salary determined?"< /p>

"Do I still need to lower the price?"

According to general company regulations, salary will be negotiated during the HR interview during recruitment, and the price will inevitably be lowered during the negotiation process.

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

But now Mr. Pei’s recruitment process seems to have no such link?

Pei Qian said solemnly: "Salary suppression is so inconsistent with Tenda's company culture!"

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

"We should be very hungry for this kind of talent. How can we suppress the salary?"

"Just for a month. A few hundred dollars makes talents feel unhappy and unsteady at work, which affects work efficiency. Isn’t it our company that suffers?”

“So, we can’t lower the price!”

“We directly pay according to the higher standards of the industry, and we must ensure that the salary offered by Tenda is competitive. Once employees pass the Tenda Spiritual Compatibility Test, they will receive a salary increase immediately. ”

“Only when employees are given enough money can they work wholeheartedly for Tenda! ”