After returning to Tenda Games, Pei Qian paid a little attention to the development of GOG.
This game is still in the conceptual design stage, and Li Yada is still struggling with some fairly basic settings.
However, the acquisition of some small IPs has already begun, and there are dedicated personnel to negotiate with some domestic and foreign companies.
Many copyrights are divided into limited-term authorization and permanent authorization. The specific authorization method requires many rounds of negotiations to determine.
The more well-known IPs are sold, the more expensive they are, and the licensing method will be more inclined to limited-term licensing. After many games purchase a certain copyright, because the copyright fee has increased after the expiration, the contract cannot be renewed, so the corresponding products will have to
If it is taken off the shelves, this matter will become very serious.
Therefore, what we are currently seeking are permanently licensed IP characters.
Taking into account the price factor, the characters currently being discussed are relatively low-profile, such as anime characters from a long time ago, protagonists of old novels, outdated movie characters, etc.
Of course, as for the specific IP image to be chosen, a simple screening will be carried out before discussing licensing to make sure that the image is suitable for use in the game and will not cause any obvious sense of violation, and then we can discuss it.
If the painting style of the character is different from that of the game, you need to negotiate with the copyright owner. Tenda can adapt the character's painting style to a certain extent according to the game style.
Although it is quite troublesome, the guiding ideology is also very clear. If you don't meet the conditions and can't get it, you won't buy it.
Anyway, there are so many junk IPs on the market. In the early stage, just picking and buying is enough.
At present, the game doesn't even have a shadow, so Pei Qian can't give any guidance. He can only watch it after a while.
Shortly after returning to the office, Hao Yun from the Human Resources Department knocked on the door.
"Mr. Pei, we are trying to come up with a set of test questions. Can you please see if they are suitable?"
"Also, for the final set of Tenda Spiritual Compatibility Test Questions, people from the TPDb website have been arranged to create the corresponding website backend. When the Tenda recruitment website is completed, you will be given a unique entrance. You can
The content and standard answers of this set of test questions can be adjusted there so that no one else can find them."
Pei Qian took a stack of printed test questions from Hao Yun and nodded with satisfaction: "Okay, put it here, I will take a closer look."
Hao Yun continued to work.
Pei Qian opened the test questions and looked at them carefully.
There are two main recruitment tasks that need to be done in the early stage. The first is a dedicated recruitment website. Filling out resumes, registration, printing admission tickets, etc. all must be done on this recruitment website.
Once the website is ready, job seekers will only need to register online regularly and fill in their information.
Just print out your admission ticket and take the written test before the exam. A series of complicated procedures are conducted online, saving you a lot of trouble.
Next is the test questions, which I will look at later.
The exams are held in May and November every year.
In the workplace, there is a saying of "gold, three, silver, four" and "gold, nine, silver and ten".
The peak season in the first half of the year is March and April, because many people will choose to leave their jobs after receiving their year-end bonuses after the year, and start looking for jobs around March;
The peak season in the second half of the year is September and October, because many college graduates have officially graduated and started to work.
Mr. Pei’s idea is to avoid these peak recruitment seasons!
During the peak recruitment season, there are a lot of talents in the talent market. If you use exams to select talents, most of them will be people with top learning abilities. This is very inconsistent with Mr. Pei's original intention.
So, wait patiently!
When the peak season is completely over and the more capable talents have found jobs one after another, we will recruit again at this time to eliminate all the remaining people on the market who have poor working abilities.
The task of making a recruitment website is handed over to the TPDb website, because the new website can be called "Tengda Recruitment Network" or "Tengda Talent Resource Library", and it can also be dependent on the TPDb website.
Pei Qian looked at these questions.
The questions are divided into three parts: basic ability test in the morning session of the written examination, professional knowledge test in the afternoon session of the written examination, and questions in the interview stage.
The basic ability test questions were asked by people from the Human Resources Department. Pei Qian looked through them and found that they were basically similar to the questions in the civil service examination. The knowledge in them was very complicated. If you didn't prepare carefully, I'm afraid there would only be a few.
Only geniuses can get high scores.
The professional knowledge test is a test question independently set by each department. For example, the test questions of the game department include some basic knowledge of the game industry, explanations of some professional terms, short answer questions on some game systems, trial writing of game copywriting and packaging, etc.
As for the interview questions, they are also relatively open-ended questions, but they are more closely related to the position.
After reading these questions, Pei Qian fell into deep thought.
Suddenly I felt that what I thought before was too simple.
There is a very critical part that has not been taken into consideration, that is...how high should the difficulty of these questions be set?
The current difficulty level of the questions, if compared with the civil service examination, is lower than average.
This is normal. After all, from the perspective of the employees in the human resources department, Tenda's recruitment is corporate recruitment, and more emphasis is placed on employees' actual work abilities.
Therefore, interviews must account for a higher proportion.
Those industry experts in their thirties and forties may have the knowledge of their profession at their fingertips, but isn't it embarrassing to ask them to answer basic ability test questions?
Therefore, the human resources department deliberately reduced the difficulty of the basic ability test questions.
In this way, the selected employees must have relatively strong work ability and good interview performance.
Pei Qian felt that this would not work.
The recruitment examination is a kind of selection. With so many people trying to get a job at Tenda, Mr. Pei must try his best to recruit employees who suit his wishes.
Reverse screening is definitely impossible.
For example, if Pei Qian wanted to admit students based on their scores from low to high, on the one hand, the system would not be able to agree and there would be no way to explain it to other employees. On the other hand, there would be no operability.
As long as this news spreads and everyone turns in a blank, or some top academics deliberately control their scores to a specific score range, what will we do?
Therefore, we can only filter from high to low scores.
To put it bluntly, it is just a matter of choosing between two types of people: one is a top student who is good at taking exams; the other is a person who is good at interviews and has strong work ability.
Sometimes the two are compatible, but there are also many times when the two are mutually exclusive.
Generally speaking, highly educated people tend to have strong learning ability and good work ability. The so-called "high scores but low ability" phenomenon is actually rare.
However, Pei Qian also knows that some companies are too obsessed with recruiting highly educated workers, which has led to a decline in company performance.
Many highly educated workers do not like the job themselves, but come here only for the high salary and lack enthusiasm for the work. Therefore, the things they make look good, but lack soul...
It's a bit far-fetched.
In short, Pei Qian struggled for a long time and felt that he should choose the former.
The latter will stab you crazily in the back when you recruit them, while the former may have a lot of people who are good at studying and taking exams but not good at work, so the safety factor is higher.
Thinking of this, Pei Qian commented on the test questions: Increase the difficulty of the basic ability test questions to the highest level!
Then, Pei Qian felt that it was time to roughly consider what the questions of the Tengda Spiritual Fit Test were.
This test, to put it bluntly, is to test the employees' fishing spirit and eliminate some potential strugglers.
Of course, this must be done to be confusing enough, and the standard answer must be kept secret.
After the website is built, the interns who are waiting to become full-time students will be scheduled to answer questions on specific computers at a specific time. After completing the answers, they will submit the questions and the website will automatically calculate the results.
Only Pei Qian can see this result. He will only notify the interns whether they passed or failed, but will not tell them the specific score.
At the same time, the company does not allow discussion of these issues openly.
It is impossible to prohibit private discussions, but it is unlikely that the person answering the questions will remember all the questions. Even if individual questions are discussed, it is impossible to determine what the standard answer is.
Pei Qian will also regularly modify and renovate these questions to ensure the accuracy of the test.
The questions Mr. Pei asks will be very confusing.
For example:
Q: It’s time to get off work, and you still have one unfinished task. At this time, you should:
A completed overtime
B Let’s talk tomorrow
C Go and ask for instructions whether the task needs to be completed urgently. If so, work overtime. If not, we will talk about it tomorrow.
D If the superior (not Mr. Pei) emphasizes that the task requires overtime, overtime will be required to complete the task. If the superior does not emphasize the need for overtime, the default is that overtime is not required.
E. When the superior (not Mr. Pei) emphasizes that the task needs to be completed overtime, argue with him.
5 points for E, 4 points for B, 2 points for D, 1 point for C, and no points for A.
Another example:
Question: It’s time to get off work, and you still have a piece of work that you haven’t finished yet. Mr. Pei has said before that the task must be completed by a certain day. At this time, you should:
A completed overtime
B Let’s talk tomorrow
C Go and ask Mr. Pei whether the task needs to be completed urgently. If so, work overtime. If not, we will talk about it tomorrow.
D The overtime work is completed and Mr. Pei is required to pay double overtime pay.
E Complete work tasks at home
5 points are added for choosing D, 4 points are added for choosing A or E, 2 points are added for choosing C, and no points are awarded for choosing B.
As for why the answers to these two questions are different...
Nonsense, Mr. Pei asked you to work overtime, it must be to catch up with the settlement cycle. If the product is delayed, Mr. Pei will be sanctioned by the system.
Of course, after working overtime, don’t forget to hit Mr. Pei hard and ask for overtime pay, and that’s it.
In short, the tasks assigned by Mr. Pei personally must be completed seriously.
On this basis, the company should have as much welfare as it wants, and the more proactive it is, the better.
If Mr. Pei has not made it clear that the task is urgent, do not work overtime on your own initiative.
…
Pei Qian racked his brains and compiled several questions based on this central idea.
These questions assume many different scenarios and bury Mr. Pei's true intentions through various complicated options, making it impossible for the answerer to accurately judge the true purpose of the questioner.
After the website is built, Pei Qian can upload all these questions to the website, set the standard answers, and wait for testers to answer the questions.
You can also consider making a relatively large question bank and randomly selecting a part of it during each exam, thus further reducing the possibility of figuring out the questions through private discussions.
Only those who pass this test are those who are in line with the spirit of Tengda.
If you fail the test... I'm sorry, please continue to study harder and fully understand the Tengda spirit.