Chapter 128 Recruitment

Back at Tenda Games, Pei Qian paid a little attention to the development of GoG.

The game was still in the concept design stage, and Li Yada was still struggling with some very basic settings.

However, the acquisition of some small IPs had begun, with specialists in contact with companies at home and abroad.

Many copyrights were divided into limited-term licenses and permanent licenses, and the specific type of license required many rounds of negotiations to determine.

The more well-known the IP, the more expensive it was, and the licensing method tended to be limited-term. Many games bought a certain copyright, but after it expired, the copyright fee increased and they could no longer renew it, so the corresponding product had to be removed from the shelves, which would cause a very awkward situation.

Therefore, they were currently seeking permanently licensed IP characters.

Considering the price factor, the characters currently being discussed were all relatively unknown, such as cartoon characters from a long time ago, protagonists of old novels, and outdated movie images.

Of course, before discussing licensing, they would first conduct a simple screening to confirm that the image was suitable for use in the game and would not create obvious incongruity before proceeding with the discussion.

If the character and the game's art style were different, they also had to discuss with the copyright holder that Tenda could adapt the character's art style to a certain extent according to the game's style.

Although it was quite troublesome, the guiding ideology was also very clear: anything that did not meet the conditions and could not be obtained would not be bought.

Anyway, there were so many garbage IPs on the market, and it was enough to pick and buy them casually in the early stage.

The game didn't even have a shadow yet, so Pei Qian couldn't give any guidance and could only wait and see.

Not long after returning to the office, Hao Yun from the Human Resources Department came to knock on the door.

"President Pei, we have tried to come up with a set of exam questions. Please take a look and see if it is suitable?"

"Also, the Tenda Spirit Compatibility Test at the final stage has been arranged for the people at TPDB website to create the corresponding website backend. When the Tenda recruitment website is created, you will be given a unique entry point where you can adjust the content and standard answers of this test. No one else can access it."

Pei Qian took a stack of printed test papers from Hao Yun and nodded with satisfaction, "Okay, leave it here. I'll take a closer look."

Hao Yun continued to be busy.

Pei Qian opened the test papers and examined them carefully.

The recruitment work that needed to be done in the early stage mainly consisted of two parts. The first was a dedicated recruitment website where resumes could be filled out, applications could be made, and admission tickets could be printed.

Once this website was up and running, job seekers only needed to register online and fill out their information on a regular basis.

They could print their admission tickets and come for the written test before the exam. A series of complex procedures would be carried out online, saving a lot of trouble.

The second was the test questions, which he would look at later.

The exam time was set for May and November of each year.

In the workplace, there was the saying "Golden March and Silver April" and "Golden September and Silver October."

The peak season in the first half of the year was March and April because many people would choose to leave after receiving their year-end bonus, and would start looking for jobs around March.

The peak season in the second half of the year was September and October because many college graduates would have officially graduated and started working.

And President Pei's idea was to avoid these peak recruitment seasons!

During the peak recruitment season, there were many talents on the talent market, and most of those who came to the exam to select talents were some of the best at learning, which was very inconsistent with President Pei's original intention.

Therefore, he had to wait patiently!

After the peak season had completely passed, and the more capable talents had found jobs, then he would recruit and sweep up the rest of the market who had worrying work abilities.

The task of creating the recruitment website was handed over to TPDB website because the new website could be called "Tenda Recruitment Network" or "Tenda Talent Resource Pool," and could also be attached to the TPDB website.

Pei Qian looked at the questions.

The questions were divided into three parts: a basic ability test in the morning session of the written test, a professional knowledge test in the afternoon session of the written test, and questions for the interview stage.

The basic ability test questions were prepared by the people from the Human Resources Department. Pei Qian flipped through them and found that they were basically the same as the public servant exam questions. The knowledge in them was very miscellaneous. Without special preparation, probably only a few geniuses could get high scores.

The professional knowledge test was prepared by the various departments themselves. For example, the game department's test included some basic knowledge of the game industry, explanations of some professional terms, short answer questions on some game systems, and trial writing of game copywriting and packaging.

As for the interview questions, they were also some relatively open-ended questions, but they were more closely related to the position.

After reading these questions, Pei Qian fell into deep thought.

He suddenly felt that he had thought too simply before.

There was a very crucial part that he had not considered, and that was... how high should the difficulty of these questions be set?

The current difficulty of the questions, compared to the public servant exam, was of medium to low difficulty.

This was normal. After all, in the eyes of the employees in the Human Resources Department, Tenda's recruitment was corporate recruitment, and they valued the actual working ability of the employees more.

Therefore, the interview accounted for a higher proportion.

Those industry veterans in their thirties and forties might be able to handle the knowledge of their own profession with ease, but wouldn't it be difficult for them to answer the basic ability test questions?

Therefore, the Human Resources Department had deliberately lowered the difficulty of the basic ability test questions.

In this way, the employees selected would definitely be those with relatively strong working abilities and good performance in the interview.

Pei Qian felt that this would not work.

The recruitment exam was a selection process. With so many people trying to squeeze their way into Tenda, President Pei had to recruit employees who were as close to his ideal as possible.

Reverse screening was definitely impossible.

For example, if Pei Qian wanted to admit people according to the scores from low to high, on the one hand, the system would not allow it and he would not be able to explain it to other employees. On the other hand, there was no operability.

What if this news spread and everyone handed in blank papers, or some top students deliberately controlled their scores within a specific range?

Therefore, he could only select people from high to low scores.

To put it bluntly, he was just choosing between two types of people: one was a top student who was good at exams; the other was a talented person who was good at interviews and had strong working abilities.

Sometimes the two were compatible, but there were also many times when the two were mutually exclusive.

Overall, highly educated talents often had strong learning abilities and good working abilities. The so-called "high score, low ability" phenomenon was actually rare.

However, Pei Qian also knew that some companies had experienced a decline in their performance because they were too persistent in recruiting highly educated workers.

Many highly educated workers themselves did not like the job, but only came for the high salary. They lacked enthusiasm for their work, so the things they made looked good, but they lacked soul…

He was digressing a bit.

In short, Pei Qian struggled for a long time and felt that he should choose the former.

The latter would backstab him like crazy after being recruited, while the former, maybe there were many people who were good at learning, good at exams, but not good at working, so the safety factor was higher.

Thinking of this, Pei Qian wrote on the test paper: Increase the difficulty of the basic ability test questions to the highest!

Afterward, Pei Qian felt that he should also roughly consider what the questions for the Tenda Spirit Compatibility Test should be.

This test, to put it bluntly, was to test the employees' slacking-off spirit and eliminate some potential strivers.

Of course, this had to be done with enough deception, and the standard answers had to be kept secret.

After the website was created, the interns waiting to be transferred to regular employees would be arranged to answer the questions on specific computers at a specific time. After answering, they would submit their answers, and the website would automatically calculate their scores.

Only Pei Qian could see this score. He would only notify the interns whether they passed or not, and would not tell them the specific score.

At the same time, the company did not allow discussion of these questions on the surface.

Private discussions could not be prohibited, but the people who answered the questions were unlikely to remember all the questions. Even if they discussed individual questions, they could not determine what the standard answer was.

Pei Qian would also regularly modify and update these questions to ensure the accuracy of the test.

And the questions that President Pei created would be very deceptive.

For example:

Question: It's already time to get off work, and you still have a task on hand that hasn't been completed. At this time, you should:

A. Work overtime to complete it.

B. Talk about it tomorrow.

C. Ask if the task needs to be completed urgently. If it does, work overtime. If it doesn't, talk about it tomorrow.

D. Work overtime when the superior (not President Pei) emphasizes that the task needs to be completed overtime. If the superior does not emphasize it, it is assumed that overtime is not required.

E. Argue with the superior (not President Pei) when they emphasize that the task needs to be completed overtime.

Choose E for 5 points, choose B for 4 points, choose D for 2 points, choose C for 1 point, and choose A for 0 points.

For example:

Question: It's already time to get off work, you still have a task on hand that hasn't been completed, and President Pei has previously said that the task must be completed before a certain day. At this time, you should:

A. Work overtime to complete it.

B. Talk about it tomorrow.

C. Ask President Pei if the task needs to be completed urgently. If it does, work overtime. If it doesn't, talk about it tomorrow.

D. Work overtime to complete it, and ask President Pei for double overtime pay.

E. Complete the task at home.

Choose D for 5 points, choose A or E for 4 points, choose C for 2 points, and choose B for 0 points.

As for why the answers to these two questions are different…

Nonsense, President Pei is asking you to work overtime because the settlement cycle is coming. If the product is delayed, President Pei will be sanctioned by the system.

Of course, after working overtime, don't forget to ask President Pei for overtime pay.

In short, tasks personally assigned by President Pei must be completed seriously.

On this basis, get as many company benefits as possible, the more proactive the better.

If President Pei does not explicitly state that the task is urgent, do not take the initiative to work overtime.

…

Pei Qian racked his brains and wrote several questions based on this central idea.

These questions assumed many different scenarios, and buried all of President Pei's true intentions through various complex options, making it impossible for the test takers to accurately determine the true purpose of the question setter.

After the website was created, Pei Qian could upload all these questions to the website, set the standard answers, and wait for the testers to answer the questions.

He could also consider creating a larger question bank, and randomly select a portion of them for each exam, which would further reduce the possibility of figuring out the questions privately through discussion.

Only those who pass this test are talents who are compatible with the Tenda spirit.

If you don't pass the test… sorry, please continue to strengthen your studies and understand the Tenda spirit.