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

But as the company became larger and larger, Assistant Xin definitely couldn't manage it, so it was logical for the administrative side to divide into special departments such as human resources and finance.

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

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

"Okay." Assistant Xin nodded and went out.

Pei Qian sat in his chair and fell into thought.

Now that I think about it, I may have made a mistake by underestimating the HR department too much.

This probably stems from some of 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 large companies have broken out some scandals, such as forcing sick employees to leave their jobs, firing without compensation, etc., which basically have the figure of HR and have a strong sense of existence.

Forcing employees to resign must have been instructed by the boss behind the scenes, but the actual executor is HR, and it is inevitable to take the blame.

At the same time, HR often finds fault and lowers prices during recruitment interviews, and occasionally makes guest appearances on weekdays to guide laymen and point fingers in the professional field, so it is very annoying.

Pei Qian was just an ordinary employee before he was reborn, and he naturally had a natural aversion to HR.

But now, Pei Qian suddenly felt that his thoughts were a little wrong.

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

Whether HR is good or bad 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 Mr. Pei can also use HR to better accomplish his goal of screening bastards!

If you can train HR well, let them take the initiative to help the interviewer raise the price and choose some employees who don't like to work overtime, wouldn't it be a great favor for Mr. Pei?

Therefore, Pei Qian decided to meet this Xiao Hao, focusing on instilling the spirit of Tengda in TA and clarifying Tengda's recruitment model.

……

After waiting for a few minutes, there was a knock on the door.

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

This is a young girl who looks to be in her twenties, not tall, not good-looking, with a round face and big eyes, and 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 chose some newcomers with little experience.

Therefore, the management of Tengda is generally young.

There is no domineering feeling of HR in his impression, Pei Qian's first impression of this Xiao Hao is good.

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

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

"Well, sit down, I have a very important task for you."

Hao Yun sat down in the seat opposite, still a little apprehensive.

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

"HR roles are very important, you should know that. Let's start with the main job responsibilities of the HR department. Pei Qian said.

Hao Yun hurriedly nodded: "Yes, Mr. Pei, the human resources department should decide the allocation of talents according to their specialties and specialties, and at the same time, they should also create a relaxed and pleasant working atmosphere and fully mobilize the enthusiasm of employees......

Hao Yun said a lot in one breath.

She originally wanted to talk about it briefly, but seeing that Mr. Pei never meant to interrupt, as long as she kept talking.

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

Originally, he just wanted to be a little polite and raise the importance of the human resources department a little higher, but he didn't know what to say, so he let Hao Yun say it himself.

As a result, Hao Yun said it so well that Pei Qian was embarrassed to interrupt for a while.

"In conclusion, the HR department is important. Therefore, it is hoped that HR can better understand Tengda's corporate culture and use it to guide a series of work such as recruitment and personnel management. ”

"How are you doing with the resume screening process so far? Any thoughts? ”

Hao Yun perked up.

Mr. Pei asked about his own work!

"First of all, we'll sift through resumes."

"Because there are a lot of people who submit resumes, and we need very few positions, we will be more stringent in the selection of resumes."

"We will conduct a preliminary screening based on factors such as the applicant's academic background, graduation school, work experience, project experience, etc., and screen out more than eighty percent of the job seekers."

"Then, we send out interview invitations to job seekers."

"There will be two rounds of interviews, the first is the interview with the head of the department and the second is the HR interview."

"In the end, we will negotiate a salary ...... that is suitable for both the candidate 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 definitely can't be satisfied with this process!

The resume link directly screened out some people with low academic qualifications, poor graduate schools, and no work experience, and the probability of recruiting bastards was greatly reduced!

In the long run, the company is full of screaming strugglers, doesn't this make Mr. Pei sleep?

Definitely not!

Pei Qian was silent for a moment and said, "The process is very good, but ...... I don't think this meets Tengda's hiring criteria. ”

Hao Yun was a little nervous: "Ah, is it?" So Mr. Pei, what do you think the process should be? ”

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

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

"Our Tengda's standard is to reduce talents without sticking to one pattern!"

"How can you discriminate against job seekers because they have a bad academic background, a bad graduate school, a lack of work experience, or a bad resume?"

"It's absolutely not going to work!"

"We must treat all those who submit resumes equally and give them a chance to compete fairly!"

"Therefore, there can be no link in screening resumes, and we will accept all the resumes for job hunting."

Hao Yun wrote in the small notebook, his face full of confusion: "Huh? But Mr. Pei, the workload is too big, and I can't interview at all. ”

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

"Let's find a time to arrange a unified written test for them. Specially set up a venue for written exams and let them answer questions in closed books. ”

"When the time comes, the top few will be selected according to the position to enter the interview."

Hao Yun was still very confused: "In this case, the cost is still very high." To organize such a large-scale written test, it is necessary to prepare the venue, issue questions, arrange people to mark the papers, invigilate the exam, and so on. ”

"The more people you have, the more money you spend. Judging from the current enthusiasm of job seekers, it may cost a lot of money to conduct such a large-scale written exam......"

Expensive?

Isn't that just right!

Pei Qian said solemnly: "These are all necessary costs and cannot be saved." ”

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

Hao Yun finished the record, glanced at the content written down in the small notebook, and asked: "If you want to ask for exam questions, do you want the heads of various departments to write the questions and mark the papers?" ”

Pei Qian shook his head: "Only some of the topics are from the heads of various departments. ”

The first half is a basic ability test, including basic knowledge, judgment and reasoning, data analysis, material discussion, etc., focusing on the basic ability of job seekers; The second half is a professional knowledge test, in which the heads of each department ask questions to examine the knowledge and abilities necessary for the position. ”

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

"In the interview stage, the order of the positions should be disrupted, and the heads of each department should conduct cross-interviews."

Hao Yun: "Huh? What is a cross-interview? ”

Pei Qian explained: "The person in charge of the game department went to interview the interviewer of Headwind Logistics, and the person in charge of the fish delivery went to interview the interviewer of the fish Internet café...... The specific department to interview for is determined by a temporary lottery. ”

Hao Yun was even more confused: "Mr. Pei, is this good?" As the saying goes, interlacing is like separating mountains......"

Pei Qian smiled slightly: "This is easy to do." ”

"Decide on the interview questions and answers beforehand. For example, the person in charge of Tengda Games goes to interview the interviewee of Headwind Logistics, even if he is not clear about the work of Headwind Logistics, but as long as he looks at the interview answers, it is enough to discern which interviewee performs better. ”

Hao Yun was at a loss: "But, what's the point of doing this?" ”

Pei Qian was stunned for a moment, but quickly reacted: "The meaning of this is ...... It's huge! For example, it can effectively avoid nepotism and small groups in various departments! ”

"The big business disease of cronyism can be well avoided!"

Hao Yun nodded abruptly and hurriedly recorded.

Pei Qian continued: "After the interview session, the final selected candidates will be determined according to the total score of the interview and written test. ”

"However, there is a third link after this, and that is the Tengda spiritual fit test!"

"In this link, I will personally write the questions, organize everyone to take the exam, and finally mark the paper 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, but you can't be responsible for the key work during the internship period, the main thing is to study carefully and experience the spirit of Tengda."

"After the one-month internship period, we will take the Tengda spiritual fit test, and if we haven't passed, we can only regrettably continue to postpone. If you have been postponed three times in total, you can only be dismissed and compensated with apologies. ”

Hao Yun quickly recorded it in the small notebook, feeling emotion in his heart.

Mr. Pei is really 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 of a snake and a superfluous move, she felt that Mr. Pei must have other meanings, so she didn't think much about it.

Moreover, Mr. Pei's arrangement does have a certain reason.

Pei Qian himself felt very satisfied.

If you recruit in a conventional way, the human resources department brought out by Assistant Xin will definitely not eat dry food, and the heads of various departments are keen to backstab Mr. Pei, and the new employees recruited in the end must be very fierce, which is a bit difficult to overcome.

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

First of all, not screening resumes and giving everyone a chance to compete fairly can prevent many newcomers with low education and little experience from being brushed off.

Secondly, only half of the written test is a test of job knowledge, and half of it is a basic ability test that has nothing to do with the position.

In addition, during the interview, the departments will cross-interview, so that the layman can interview the insider, and the probability of selecting outstanding talents is greatly reduced.

Finally, the Tengda Spiritual Fit Test can pick out many bastards. Those who work hard are forced to directly compensate them and then persuade them to retire, which not only costs money, but also ensures the safety of the post.

It was just 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 write "come bastard" directly in the recruitment criteria.

This is already the most satisfactory recruitment process for Mr. Pei within the scope of the rules.

Soon, Hao Yun memorized everything, and several pages were densely written 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 set of interview processes. ”

"Including how to choose the venue, how many positions are in each department, the arrangement of the exam, and so on."

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

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

"Again, don't be afraid to spend money!"

"Talent is the foundation of enterprise development, this is a set of long-term talent selection mechanism, the merit in the contemporary, 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, where 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 recruitment, and the price will inevitably be lowered in the process of negotiation.

This is a common way for most companies to reduce their spending.

But now Mr. Pei's recruitment process doesn't seem to have this link?

Pei Qian said solemnly: "Pressing salaries is too inconsistent with Tengda's company culture!" ”

"Now that the job seeker has passed the selection and tests, it means that he is the talent we need."

"For this kind of talent, it is natural to be thirsty for talents, how can you suppress the salary?"

"Just for a few hundred dollars a month, the talent is unhappy and unsteady, which affects the work efficiency, and isn't it our company that suffers?"

"So, you can't lower the price!"

"Let job seekers raise their own salary standards and then lower the price, that is a hooligan!"

"We pay directly according to the high standards of the industry, and we must ensure that the salary offered by Tengda is competitive. When the employee passes the Tengda spiritual fit test, he will immediately make a salary increase. ”

"If the money is enough, the employees can work for Tengda with all their hearts!"

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