Losing Money to Be a Tycoon

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

But as the company grows larger and larger, Assistant Xin must not be able to manage it, so it is logical for the administrative side to separate out specialized departments such as human resources and finance.

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

"Then you call Xiao Hao, I tell him a few words about future recruitment."

"OK." Assistant Xin nodded and went out.

Pei Qian sat in a chair and fell into thought.

Now think about it, it may be a misunderstanding that you have underestimated the human resources department before.

This is probably due to some preconceptions of Pei Qian before this department.

Some people say that in many large companies, the human resources department is similar to the ancient east and west factories.

A lot of scandals broke out in many large companies, such as forcing sick employees to leave their jobs, dismissing them without compensation, etc., basically there are hr figures in them, and there is a strong sense of existence.

Forcing employees to leave is definitely the intention behind the boss, but the actual executor is hr, which is inevitable.

At the same time, HR also often picks up problems and reduces prices during recruitment interviews. He also occasionally makes guest appearances to guide laymen and pointy roles in professional fields, so it is very annoying.

Pei Qian was just an ordinary employee before rebirth, and naturally had a natural aversion to hr.

现在 But now, Pei Qian suddenly felt that she was a bit wrong.

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

Hr is good or bad, it 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 President Pei can also use hr to better accomplish his goal of screening mixed people!

If you can adjust the hr, and let them take the initiative to help the interviewer raise the price and select some employees who do not like to work overtime, wouldn't it be a great help for President Pei?

So, Pei Qian decided to see this little Hao, and focused on instilling the spirit of Tenda in ta, and clarifying Tenda's recruitment model.

Uh ...

I waited for a few minutes, and someone knocked on the door.

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

This is a young girl in her twenties. She is not tall, she does n’t look good, 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 also normal, after all, when Pei Qian recruited employees in the earliest batch, they selected newcomers with little experience.

Therefore, Tenda's management is now generally young.

I didn't have the kind of domineering feeling in hr. Pei Qian had a good first impression on Xiao Hao.

And this little Hao does not have any sense of existence. Pei Qian looked at it carefully, but she couldn't recall that she had met her in the company, which showed that the sense of existence was low.

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

嗯 "Well, sit down, I have a very important task to give you."

Hao Yun sat down in the seat opposite, and a little bit of 忐忑.

After all, she used to take the task from Assistant Xin before. This time she changed to a higher-level NPC.

"The position of the human resources department is very important. You should know this. You first talk about the main job responsibilities of the human resources department." Pei Qian said.

Hao Yun nodded quickly: "Yes, President Pei, the human resources department should determine the allocation of talents according to the talents' specialties and specialties. At the same time, it must also create a relaxed and pleasant working atmosphere and fully mobilize the work enthusiasm of employees ..."

Hao Yun said a lot in one breath.

She originally wanted to talk briefly, but seeing that Pei always did not interrupt, as long as she insisted on talking.

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

He originally wanted to be a little 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.

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

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

"How are you doing in the screening of resumes? Any ideas?"

Hao Yun was refreshed.

Pei asked what happened to be his own work!

"First we will screen the resume."

"Because there are so many people submitting resumes and we need few posts, we will be stricter in the selection of resumes."

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

"Then we will send job interview invitations to candidates."

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

最后 "Finally, we will negotiate to find a salary that is suitable for both the job applicant and the company ..."

Hao Yun briefly described the original recruitment process.

Pei Qian frowned.

This is the standard interview process for general hr.

But President Pei is definitely not satisfied with this process!

The resume section directly screened out some people with low education, poor graduation colleges, and no work experience. Isn't the chance of recruiting mixed men greatly reduced?

As long as this goes on, the company is full of squealing struggles. Isn't that making President Pei sleepless?

Definitely not!

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

Hao Yun was a little nervous: "Ah, isn't it? Then what kind of process do you think Pei should be?"

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

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

"Our standard is to be talented without eclecticism!"

怎么 "How can you discriminate because a candidate has a bad education, a bad graduation school, insufficient work experience, and a bad resume?"

"This is absolutely not possible!"

"All those who submit resumes, we must treat them equally and give them a chance for fair competition!"

"Therefore, there must not be a link for screening resumes, and anyone who submits a resume for a job application will receive it as a single receipt."

Hao Yun wrote in the small book, his face was full of confusion: "Ah? But President Pei, this will be too much work, and the interview can't happen."

Pei Qian shook his head: "You don't need to interview each."

"Let's find a time to arrange a unified written test for them. A venue for written tests will be held to allow them to close the book."

"When the time comes, take the top few and enter the interview."

Hao Yun is still very stingy: "In this case, the cost is still very high. To organize such a large-scale written test, you need to prepare the venue, submit questions, arrange for people to review the papers, invigilate, and so on."

"The larger the number, the more money will be spent. In view of the current enthusiasm of job seekers, such a large written test may be costly ..."

Expensive?

Isn't that right!

Pei Qiang solemnly said: "This is all necessary cost 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 of the small book and asked, "If you want to take the exam questions, do you want the heads of various departments to come out and read the papers?"

Pei Qian shook his head: "Only part of the questions came from the heads of various departments."

"The written test will be divided into two sessions. The first half is a basic ability test, including basic knowledge, judgment and reasoning, data analysis, and material discussion. It focuses on the basic ability of the job applicant; the second half is a professional knowledge test, which is conducted by the heads of various departments. Questions to examine the knowledge and capabilities necessary for the job. "

"After the written test, enter the interview according to the overall score ranking."

"In the interview stage, the order of posts should be disrupted, and cross-interviews will be conducted by the heads of various departments."

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

Pei Qian explained: "The person in charge of the game department went to interview the interviewer of the headwind logistics, the person in charge of the fish takeaway went to interview the person in charge of the fish Internet cafe ... The specific department to interview was decided by a temporary lottery."

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

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

"Determine the interview questions and interview answers in advance. For example, the person in charge of Tenda Games goes to interview the interviewer of Evenwind Logistics. Even if he is not clear about the work of Upwind Logistics, as long as he faces the interview answer, it is enough to identify which interview Perform better. "

Hao Yun felt dazed: "But what's the point of doing this?"

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

"It is a good way to avoid the sickness of big companies that are credible!"

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."

不过 "But there is a third link after this, and that is the Tenda Spiritual Fit Test!"

"I will ask questions in this session, organize everyone to take the exam, and finally check the papers electronically."

"Only those who pass the test can formally join the job."

"If you fail, you can only enter a one-month internship period. Although the salary is paid, you cannot be responsible for key tasks during the internship period. It is mainly to study carefully and experience the spirit of Tenda."

"Tengda spirit fit test will be performed after one month internship period. If it has not passed, it can only be renewed with regret. If it has been postponed three times in total, it can only be resigned and compensated.

Hao Yun quickly recorded in the small book, feeling in her heart.

Mr. Pei is indeed Mr. Pei. He arranged so many links for the interview!

Sounds very strict!

Although Hao Yun felt that these links were a bit superfluous and superfluous, she felt that Pei must have had other meanings, so she would not think too much.

Moreover, President Pei's arrangement does have some truth.

Pei Qian himself felt very satisfied.

If you recruit in the usual way, the human resources department brought out by Assistant Xin is definitely not a dry meal, and the heads of each department are keen to backstab President Pei. The new hires must be fierce at the end, which is a bit difficult. Already.

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

First of all, without screening resumes, giving everyone a fair competition opportunity can prevent many new people with low education and less experience from being brushed off.

Second, only half of the written test is for job knowledge, and the other half is a basic ability test that has nothing to do with the post. It also raises the hands of those brothers who have a fierce examination but are not necessarily strong in their work ability.

Moreover, during the interview, cross-interviews are conducted by various departments, so that the laypersons are good at interviewing and the chances of selecting outstanding talents are greatly reduced.

In the end, Tenda's spiritual fit test can select many bastards. Those who work hard to work hard will directly compensate them and persuade them to retire. This not only costs money, but also guarantees the safety of the job.

It's just perfect!

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

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

This is already within the scope allowed by the rules. Mr. Pei is most satisfied with the recruitment process.

Soon, Hao Yun remembered everything, and the little book memorized several pages.

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

包括 "Including how to choose the venue, how many positions in each department, arrangements for examinations, etc."

"Speak where you have money, don't be afraid to spend it!"

"It ’s like registering. If you find it too cumbersome to screen resumes, you can spend money on a dedicated recruitment website to fully intelligentize a series of steps such as registration and printing admission tickets ~ www.ltnovel.com ~ Again, don't be afraid to spend money!"

人才 "Talent is the foundation of enterprise development. This is a long-term talent selection mechanism that works in the present and benefits, understand?"

Hao Yun nodded his head: "Good President Pei, understand!"

She paused and found that one question was ignored: "Uh, President Pei, where is the specific salary determined?"

"Do you still need to reduce prices?"

According to the general company regulations, salary will be discussed during the HR interview during recruitment, and the price will certainly be reduced during the negotiation.

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

But now it seems that this recruitment process of President Pei does not have this link?

Pei Qiang solemnly said: "Such things as remuneration are not in line with Tenda's company culture!"

"Since the job applicant has passed various levels of selection and trials, it means that he is the talent we need."

"For this kind of talent, naturally you should be eager to be virtuous, how can you suppress salary?"

"Just for a few hundred dollars a month, it makes the talents unhappy and unsteady working, which affects the efficiency of work. Isn't it our company that is damaged?"

所以 "So, you can't lower the price!"

"Let job seekers raise their own salary standards and then lower prices, it's all a rogue!"

"We give money directly in accordance with the higher standards of the industry, we must ensure that the salary given by Tenda is competitive. Once the employees pass the Tenda spirit fit test, we will immediately raise a salary."

"The money is enough for the employees to work for Tengda desperately!"