In the early days of Tenda's establishment, Assistant Xin was in charge of recruitment and finance, and her 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 anymore, so it was logical that the administrative side was divided 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. HR personnel are basically present 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 person who executed it was HR, so it was inevitable that he would take the blame.
At the same time, HR often finds faults in recruitment interviews, lowers prices, and occasionally plays the role of a layman guiding an expert and gesticulating in the professional field, so it is very annoying.
Pei Qian was just an ordinary employee before his rebirth, and he naturally had a natural aversion to HR.
But now, Pei Qian suddenly felt that his idea was a little wrong.
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 bad guys!
If HR can be trained well, so that they can actively help the interviewers raise their prices during the interview, and select some employees who don't like to work overtime, wouldn't that be a big help to Mr. Pei?
Therefore, Pei Qian decided to meet with this young Hao, focusing on instilling Tengda spirit into him and clarifying Tengda'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.
He is 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.
Therefore, the current management of Tenda is generally young.
Pei Qian's first impression of this little Hao was not bad.
Moreover, 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, 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 know this. Please first talk about the main responsibilities of the human resources department." Pei Qian said.
Hao Yun nodded quickly: "Yes, Mr. Pei, the human resources department must determine the allocation of talents based on their majors and specialties. At the same time, it must also create a relaxed and pleasant working atmosphere to 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, so she 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 to say, so he let Hao Yun speak for himself.
As a result, 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 currently doing with your resume screening? Do you have any ideas?"
Hao Yun perked up.
What Mr. Pei asked about happened to be his own job!
"First we will screen the resumes."
"Because there are many people submitting resumes and there are few positions we need, we will be stricter in screening resumes."
"We will conduct a preliminary screening based on the applicant's academic qualifications, graduation school, work experience, project experience and other factors, and screen out more than 80% of the applicants."
"Then, we will send job applicants invitations for interviews."
"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 and 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 section directly screens 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? Then 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 standard at Tengda is to promote talents in any way!"
"How can we discriminate against job applicants just because they have poor academic qualifications, a bad graduate school, insufficient work experience, and an unsightly resume?"
"This is absolutely not okay!"
"We must treat all applicants equally and give them a fair chance to compete!"
"Therefore, there should be no resume screening. We will accept all applicants who submit their resumes for employment."
Hao Yun wrote in a small notebook, his face full of confusion: "Ah? But Mr. Pei, the workload is too much, and I can't even get interviewed."
Pei Qian shook his head: "There is no need to interview everyone."
"We will find a time to arrange a unified written test for them. We will set up a special venue for the written test and let them answer the questions in a closed book."
"At that time, the top candidates based on their positions will be selected for the interview."
Hao Yun was 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."
"The more people there are, the more money it will cost. Judging from the current enthusiasm of job seekers, such a large-scale written examination may be expensive..."
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 exam 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 given by 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 abilities of job seekers; the second half is a professional knowledge test, which is administered by the heads of each department.
Questions to examine the knowledge and abilities necessary for this position.”
"After the written test, applicants will be interviewed based on their overall score ranking."
"At the interview stage, the order of positions should be disrupted, and cross-interviews should be conducted by the heads of each department."
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 Takeaway will interview the interviewees from Moyu Internet Cafe... Which department will be interviewed will be decided 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 answers in advance. For example, the person in charge of Tenda Games goes to interview the interviewer of Headwind Logistics. Even if he does not know the job of Headwind Logistics, he can identify who is interviewing by looking at the interview answers.
perform better."
Hao Yun felt confused: "But what's the point of doing this?"
Pei Qian was stuck for a moment, but he quickly realized: "The significance of this... is great! For example, it can effectively avoid nepotism and small groups in various departments!"
"It can very well avoid the big business disease of nepotism!"
Hao Yun nodded suddenly and quickly recorded it.
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 job."
"If you fail, you can only enter the one-month internship period. Although the salary will 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 Tengda Spiritual Compatibility Test again. If you have not passed it, you will unfortunately have to continue to postpone it. If you have postponed it for three times in total, you will have to regrettably dismiss it and compensate for it."
Hao Yun quickly recorded it in a small notebook, sighing 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 deeper 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 we recruit according to the conventional method, the human resources department brought by Assistant Xin will definitely not be a freeloader, and each department head will be keen to stab Mr. Pei in the back. The new employees recruited in the end will definitely be very fierce, which is a bit difficult to handle.
.
Although the current arrangement cannot be said to have completely avoided this situation, it at least has a significant weakening effect!
First of all, by not screening resumes and giving everyone a fair chance to compete, you can prevent many newcomers with low academic qualifications and little 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 position, which further favors 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 Compatibility Test can select many bastards. For those who work hard, we directly compensate them and persuade them to quit, which not only costs money but also ensures the safety of their positions.
It's just perfect!
Of course, this standard did not reach Pei Qian's ultimate goal.
But he can't go too far, and he can't 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 had memorized everything, and there were several pages densely packed 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, arrangements for the exam, 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 when registering, you can spend money to build a special recruitment website to realize complete intelligentization of a series of steps such as registration and printing of admission tickets."
“Again, don’t be afraid of spending money!”
"Talent is the foundation of enterprise development. This is a long-term talent selection mechanism. It will serve the present generation and benefit the future. Do you understand?"
Hao Yun nodded: "Okay, Mr. Pei, I understand!"
She paused and realized that she had overlooked a question: "Um, Mr. Pei, at what point is the specific salary determined?"
“Do we still need to lower the price?”
According to general company regulations, 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 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: "Stressing salary is so inconsistent with Tenda's company culture!"
"Since the job seeker has passed the various selections and tests, it means that he is the talent we need."
"For this kind of talent, we should naturally be hungry for talents. How can we suppress the salary?"
"Just for a mere few hundred dollars a month, the talents are unhappy and their work is not practical, which affects work efficiency. Isn't it our company that suffers the damage?"
"So, you can't lower the price!"
"Let job seekers raise their own salary standards and then lower prices, that's all a hooliganism!"
"We pay directly in accordance with the higher standards of the industry, and we must ensure that the salary offered by Tenda is competitive. Once employees pass the Tenda spiritual fit test, a salary increase will be carried out immediately."
"If you give enough money, employees can work wholeheartedly for Tenda!"