Chapter 127 New Recruitment Process

Tengda's early days saw Assistant Xin managing recruitment, finance, and more, with the administrative team assisting her.

But as the company grew, Assistant Xin couldn't handle it all, naturally leading to the creation of specialized HR and finance departments within administration.

Assistant Xin directly delegated the recruitment-related HR work to the HR department.

"Call Xiao Hao over. I want to tell ta a few things about future recruitment."

"Okay." Assistant Xin nodded and left.

Pei Qian sat in his chair, deep in thought.

Looking back, he realized he might have underestimated the HR department.

This probably stemmed from his preconceived notions about the department.

Some say that in many large companies, the HR department is akin to the ancient Eastern Depot or Western Depot (secret police).

When scandals break out in large companies, like forcing sick employees to resign or firing them without compensation, HR is often heavily involved.

Forcing employees to resign is always at the boss's behest, but HR executes it, inevitably taking the blame.

HR also nitpicks and lowballs candidates during recruitment, occasionally acting as armchair experts and interfering in professional fields, making them very annoying.

Before his rebirth, Pei Qian was just an ordinary employee with a natural aversion to HR.

But now, Pei Qian suddenly felt his thinking was flawed.

At the end of the day, HR does the boss's dirty work.

Whether HR is good or bad doesn't entirely depend on their ethics but rather on the kind of company they work for and the kind of boss they have.

Unscrupulous companies can use HR to exploit employees, but CEO Pei can use HR to better achieve his goal of selecting slackers!

If he could train HR well, get them to proactively raise candidates' salaries during interviews and choose employees who don't like overtime, wouldn't that be a great help to CEO Pei?

Therefore, Pei Qian decided to meet Xiao Hao and focus on instilling the Tengda spirit in ta, clarifying Tengda's recruitment model.

…

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

Hao Yun entered the office, looking a little nervous.

She was a young woman in her twenties, not particularly tall or attractive, with a round face and big eyes, looking like a typical company employee.

Younger than Pei Qian expected.

But that was normal, since Pei Qian had chosen inexperienced newbies when he first started hiring.

So, Tengda's management team was generally young.

Without the overbearing air he associated with HR, Pei Qian had a good first impression of Xiao Hao.

Moreover, Xiao Hao was indeed unremarkable. Pei Qian scrutinized her carefully but couldn't recall ever seeing her in the company, highlighting her low profile.

"CEO Pei, you called for me?" Hao Yun asked timidly.

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

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

After all, she used to receive tasks from Assistant Xin, and now she was dealing with a higher-level NPC, making her uncomfortable.

"The HR department is very important, as you should know. First, tell me the HR department's main responsibilities," Pei Qian said.

Hao Yun quickly nodded: "Yes, CEO Pei. The HR department decides on talent allocation based on their expertise and strengths, while also creating a relaxed and pleasant working environment and fully motivating employees…"

Hao Yun said a lot in one breath.

She had intended to be brief, but seeing that CEO Pei didn't interrupt, she had to grit her teeth and continue.

Pei Qian paused for a moment: "Yes, exactly like that!"

He had only intended to be polite, exaggerating the importance of the HR department, but he didn't know how to say it himself, so he let Hao Yun speak.

As a result, Hao Yun spoke so well that Pei Qian was embarrassed to interrupt.

"In short, the HR department is very important. So, I hope HR can better understand Tengda's corporate culture and use it to guide recruitment and personnel management."

"How is your resume screening going? Any thoughts?"

Hao Yun perked up.

What CEO Pei was asking about was exactly her job!

"First, we screen the resumes."

"Because there are many applicants, but few positions available, our resume screening is strict."

"We preliminarily screen applicants based on their education, school, work experience, project experience, and other factors, filtering out more than 80% of applicants."

"Then, we send interview invitations."

"There are two rounds of interviews: the first round is with the department head, and the second round is with HR."

"Finally, we negotiate to find a salary that works for both the applicant and the company…"

Hao Yun briefly described the original recruitment process.

Pei Qian frowned.

This was the standard interview process for most HR.

But CEO Pei was definitely not satisfied with this process!

The resume stage directly screened out people with low education, poor schools, or no work experience, greatly reducing the chances of hiring slackers!

If this continued, the company would be full of hard-working bees, making CEO Pei restless.

Definitely not!

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

Hao Yun was a little nervous: "Ah, really? Then what process do you think it should be?"

She quickly took out a small notebook, ready to take notes.

Pei Qian was very pleased with such an obedient employee and explained his long-considered employee selection criteria in detail.

"Our Tengda's standard is to discover talent in unconventional ways!"

"How can we discriminate against applicants just because their education or school isn't good, their work experience is insufficient, or their resume isn't attractive?"

"Absolutely not!"

"We must treat all applicants equally and give them a fair chance to compete!"

"So, there can't be a resume screening stage. We accept all resumes from job seekers."

Hao Yun wrote in her notebook, her face full of confusion: "Ah? But CEO Pei, that's too much work. We can't possibly interview everyone."

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

"We'll arrange a unified written test for them sometime. We'll set up a special test site and have them take a closed-book exam."

"Then, we'll take the top few scorers for each position and invite them to the interview."

Hao Yun was still confused: "This is still very costly. Organizing such a large written test requires preparing the venue, creating the questions, arranging graders and proctors, and so on."

"The more people, the more money it costs. Given the current enthusiasm of job seekers, such a large written test would probably be very expensive…"

Very expensive?

That was perfect!

Pei Qian said seriously: "These are necessary costs and cannot be saved."

"Uh, okay." Hao Yun nodded, quickly recording in her notebook.

After recording, Hao Yun glanced at the notes and asked, "As for the exam questions, should we have the department heads create and grade them?"

Pei Qian shook his head: "Only some of the questions will be created by the department heads."

"The written test will be divided into two parts. The first part is a basic ability test, including basic knowledge, logical reasoning, data analysis, and essay writing, focusing on assessing the applicant's basic abilities. The second part is a professional knowledge test, with questions created by the department heads, assessing the knowledge and skills required for the position."

"After the written test, the top scorers will be invited to the interview."

"During the interview phase, we will shuffle the positions and have the department heads conduct cross-interviews."

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

Pei Qian explained: "The head of the game department will interview candidates for Upwind Logistics, the head of Lazy Catering will interview candidates for Lazy Cafes… The specific department to interview will be determined by a random draw."

Hao Yun was even more confused: "CEO Pei, is this a good idea? As the saying goes, every profession is different…"

Pei Qian smiled slightly: "That's easy."

"We'll pre-determine the interview questions and answers. For example, if the head of Tengda Games interviews a candidate for Upwind Logistics, even if he's not familiar with Upwind Logistics' work, he can still tell which candidate performs better by comparing their answers to the answer key."

Hao Yun was confused: "But what's the point of doing this?"

Pei Qian paused for a moment but quickly recovered: "The point of doing this… is significant! For example, it can effectively prevent nepotism and cliques in various departments!"

"It can prevent the big company disease of favoring relatives!"

Hao Yun nodded in understanding, quickly recording.

Pei Qian continued: "After the interview phase, the final selected candidates will be determined based on the total scores of the interview and written test."

"However, there is a third step after this, which is the Tengda Spirit Compatibility Test!"

"I will personally create the questions for this test and organize everyone to take it, with electronic grading at the end."

"Only those who pass this test can officially join the company."

"If they don't pass, they can only enter a one-month internship. Although they will still be paid, they can't be responsible for key tasks during the internship, but mainly focus on studying and understanding the Tengda Spirit."

"After a month of internship, they will take the Tengda Spirit Compatibility Test again. If they still don't pass, we can only regretfully extend it. After a cumulative extension of three times, we can only apologize and dismiss them with compensation."

Hao Yun quickly recorded in her notebook, impressed.

CEO Pei was indeed CEO Pei, having arranged so many steps for the interview!

It sounded very rigorous!

Although Hao Yun felt that these steps were a bit redundant and unnecessary, she felt that CEO Pei must have other intentions, so she didn't think too much about it.

Moreover, CEO Pei's arrangement did have some merit.

Pei Qian himself was very satisfied.

If they recruited in the usual way, the HR department trained by Assistant Xin would definitely be competent, and the heads of various departments would be eager to backstab CEO Pei, so the new employees recruited would definitely be very capable, which would be a bit difficult to handle.

The current arrangement, while not completely eliminating this situation, at least significantly weakened it!

First, not screening resumes and giving everyone a fair chance to compete would prevent many new people with low education and little experience from being screened out.

Second, only half of the written test would be on job knowledge, and the other half would be on basic ability tests unrelated to the position, helping those who were good at exams but not necessarily good at work.

Third, having departments cross-interview during the interview greatly reduces the chances of selecting outstanding talent.

Finally, the Tengda Spirit Compatibility Test could select many slackers. Those hard-working bees who focused on work would be given compensation and persuaded to leave, both spending money and ensuring the safety of the positions.

It was simply perfect!

Of course, this standard didn't reach Pei Qian's ultimate goal.

But he couldn't go too far. He couldn't directly write "Come slackers" in the recruitment standards.

This was already the recruitment process that CEO Pei was most satisfied with within the rules.

Soon, Hao Yun had recorded everything, with several pages filled with notes.

Pei Qian nodded in satisfaction and said, "So, the HR department's main task in the near future is to coordinate with the various departments as soon as possible to arrange this set of interview processes."

"Including how to choose the venue, how many positions each department has, and the arrangements for the exam, and so on."

"If you need money, just say so. Don't be afraid to spend it!"

"For example, for registration, if you find it too troublesome to screen resumes, spend money to create a dedicated recruitment website to fully automate the registration, printing of admission tickets, and other steps."

"I'll emphasize again, don't be afraid to spend money!"

"Talent is the foundation of enterprise development. This is a long-term talent selection mechanism that benefits the present and the future. Understand?"

Hao Yun nodded: "Okay, CEO Pei, I understand!"

She paused and realized she had overlooked a question: "Uh, CEO Pei, at what stage is the specific salary determined?"

"Do we still need to lowball?"

According to the regulations of most companies, salaries are discussed during the HR interview, and there is always lowballing during the process.

This is a common means for most companies to reduce expenses.

But now, CEO Pei's recruitment process didn't seem to have this step?

Pei Qian said seriously: "Lowballing salaries is too inconsistent with Tengda's corporate culture!"

"Since the applicant has passed the layers of selection and multiple tests, it means that they are the talent we need."

"For such talent, we should naturally be eager to hire them. How can we lowball their salary?"

"Just for a few hundred yuan a month, we make the talent unhappy, make them work unsteadily, and affect work efficiency. Wouldn't it be our company that suffers?"

"So, we can't lowball!"

"Letting the applicant propose a salary standard and then lowballing is just being a scoundrel!"

"We'll directly pay according to the higher industry standard and ensure that Tengda's salary is competitive. Once the employee passes the Tengda Spirit Compatibility Test, we'll immediately give them a raise."

"With enough money, employees will work wholeheartedly for Tengda!"