Chapter 315: Tengda’s Recruitment Standards
Chapter 315: Tengda’s Recruitment Standards
In the early days of Tengda’s founding, matters like recruitment and finance were all handled by Assistant Xin, with the administrative department merely assisting her.
But as the company continued to grow, it became impossible for Assistant Xin to manage everything alone. Naturally, specialized departments such as Human Resources and Finance were spun off from Administration.
Assistant Xin then directly handed over recruitment and other HR-related work to the Human Resources Department.
“Then call Xiao Hao over. I want to give them a few instructions regarding future recruitment.”
“Alright.” Assistant Xin nodded and left.
Pei Qian sat back in his chair, lost in thought.
Thinking about it now, perhaps he had underestimated the HR department before. That might have been a misconception on his part.
This likely stemmed from his preconceptions about HR.
Some people say that in many large companies, the HR department is a bit like the Eastern Depot or Western Depot of ancient times.
Whenever major companies get exposed for scandals—forcing sick employees to resign, firing people without compensation, and so on—you almost always see HR involved, with an extremely strong presence.
Forcing employees out is obviously something ordered from above by the boss, but HR are the ones who carry it out, so they inevitably end up taking the blame.
At the same time, HR often nitpicks during interviews, lowballs salaries, and occasionally plays the role of an outsider lecturing insiders and meddling in professional matters—making them especially unpopular.
Before his transmigration, Pei Qian was just an ordinary employee, so he naturally harbored an instinctive dislike of HR.
But now, he suddenly felt that his thinking might have been off.
At the end of the day, HR exist to do the dirty and exhausting work on behalf of the boss.
Whether HR are good or bad doesn’t depend entirely on their own professional ethics, it depends far more on what kind of company they’re in and what kind of boss they serve.
Unscrupulous companies can use HR to exploit employees, but he could also use HR to better accomplish his goal of filtering out slackers!
If he could train HR properly—getting them to proactively raise candidates’ salary expectations during interviews and select employees who didn’t like overtime—wouldn’t that be a huge help to him?
So Pei Qian decided to meet this Xiao Hao and focus on instilling the “Tengda spirit” in them, clearly defining Tengda’s recruitment model.
…
After 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 very tall, and not particularly pretty either. She had a round face and big eyes, and looked like a completely unremarkable office worker with no distinctive features.
She was younger than Pei Qian had imagined.
But that was normal—after all, when Pei Qian recruited the first batch of employees, he deliberately chose newcomers with little experience.
As a result, Tengda’s management team was generally quite young.
There was none of the domineering aura Pei Qian associated with HR. His first impression of this Xiao Hao was fairly positive.
And she truly had very little presence. Pei Qian scrutinized her carefully and still couldn’t recall ever having seen her around the company—just to show how low her sense of presence was.
“President Pei, you were looking for me?” Hao Yun asked timidly.
“Yes. Sit down. I have a very important task to assign to you.”
Hao Yun sat down in the seat opposite him, still a little uneasy.
Previously, she had always received tasks from Assistant Xin. Now that she was suddenly dealing with the big boss, she felt somewhat unaccustomed to it.
“The position of the Human Resources Department is extremely important. You should be clear about that. First, tell me: what are the main responsibilities of the Human Resources Department?” Pei Qian said.
Hao Yun hurriedly nodded. “Yes, President Pei. The Human Resources Department allocates talent based on their expertise and strengths. At the same time, we also need to create a relaxed and pleasant working atmosphere and fully mobilize employees’ enthusiasm for work…”
Hao Yun spoke at length in one breath.
She had originally intended to keep it brief, but seeing that President Pei showed no sign of interrupting, she could only steel herself and continue.
Pei Qian was silent for a moment. “Yes—exactly!”
He had only meant to exchange a few polite words and emphasize the importance of the HR department. Since he didn’t really know how to phrase it himself, he’d let Hao Yun speak instead.
Unexpectedly, Hao Yun explained it so well that Pei Qian felt awkward interrupting her.
“In short, the HR department is very important. I hope HR can better understand Tengda’s corporate culture and use it to guide recruitment and personnel management.”
“How is your current resume screening going? Do you have any thoughts?”
Hao Yun immediately perked up.
This was exactly within her scope of responsibility!
“First, we screen the resumes.”
“Because there are many applicants and very few open positions, we’re quite strict during the resume screening stage.”
“We conduct an initial filter based on factors like educational background, graduating institution, work experience, and project experience, eliminating more than 80% of applicants.”
“Then, we send interview invitations to the remaining candidates.”
“There are two rounds of interviews. The first is with the department head, and the second is an HR interview.”
“Finally, we negotiate to arrive at a salary that’s suitable for both the candidate and the company.”
Hao Yun briefly outlined the planned recruitment process.
Pei Qian listened with a deepening frown.
This was a completely standard HR recruitment process.
But he was definitely not satisfied with it!
The resume screening stage directly filtered out people with lower education levels, weaker schools, or little work experience—wouldn’t that drastically reduce the chances of hiring slackers?
If this went on, the company would end up full of hyper-motivated grinders. How was he supposed to sleep at night then?
Absolutely not!
After a moment of silence, Pei Qian said, “The process is good, but… I don’t think it fits Tengda’s recruitment standards.”
Hao Yun grew a little nervous. “Oh? Then, President Pei, what kind of process do you think we should use?”
She quickly pulled out a small notebook, ready to take notes.
Pei Qian was extremely satisfied with such an obedient employee and began to explain in detail the recruitment standards he had already thought through.
“At Tengda, our standard is to recruit talent without rigid constraints!”
“How can we discriminate against candidates just because they have lower academic qualifications, graduated from lesser-known schools, lack work experience, or have unattractive resumes?”
“That’s absolutely unacceptable!”
“All applicants who submit resumes must be treated equally and given a fair chance to compete!”
“Therefore, there can be no resume-screening stage. Anyone who submits a resume will be accepted without exception.”
Hao Yun wrote this down, her face full of confusion. “Ah? But President Pei, wouldn’t that create an enormous workload? There’s no way we could interview everyone.”
Pei Qian shook his head. “There’s no need to interview everyone.”
“We’ll pick a time and arrange a unified written test for them.”
“Set up a dedicated test venue, and have them answer the questions behind closed books.”
“Then, based on the positions, we’ll take the top few scorers into the interview stage.”
Hao Yun was still utterly bewildered. “Even so, the cost would still be very high. Organizing a large-scale written test like this requires preparing venues, creating test questions, arranging graders, invigilators, and so on.”
“The more people there are, the more money it will cost. Given the current enthusiasm among job seekers, organizing such a large-scale written test would probably be extremely expensive…”
Extremely expensive?
Wasn’t that perfect?!
Pei Qian said solemnly, “These are all necessary costs. They cannot be cut.”
“Uh… alright.” Hao Yun nodded and quickly jotted it down in her notebook.
After finishing her notes, Hao Yun glanced at what she had written and asked, “As for the exam questions—will the department heads be responsible for setting them and grading them?”
Pei Qian shook his head. “Only part of the questions will be set by the department heads.”
“The written test will be divided into two sessions. The first session will be a basic ability test, including fundamental knowledge, logical reasoning, data analysis, and essay questions, focusing on assessing the candidates’ general capabilities.”
“The second session will be a professional knowledge test. This part will be set by the department heads and will assess the knowledge and skills required for the specific position.”
“After the written test, candidates will be ranked by total score and advanced to the interview stage.”
“During the interview stage, the order of positions will be shuffled, and the department heads will conduct cross-department interviews.”
Hao Yun: “Huh? Cross-department interviews?”
Pei Qian explained, “The head of the gaming department will interview candidates for Against the Wind Logistics. The head of Moyu Delivery will interview candidates for Moyu Internet Café… Which department they interview for will be decided by a random draw.”
Hao Yun looked even more confused. “President Pei, is that really appropriate? As the saying goes, different trades are worlds apart…”
Pei Qian smiled faintly. “That’s easy to solve.”
“We’ll determine the interview questions and standard answers in advance. For example, even if the head of Tengda Games interviews candidates for Against the Wind Logistics and isn’t familiar with that line of work, as long as they follow the prepared answers, they’ll still be able to tell who performed better.”
Hao Yun felt completely lost. “But… what’s the point of doing it this way?”
Pei Qian stalled for a moment, but quickly recovered. “The point of doing this… is huge! For example, it effectively prevents nepotism and the formation of cliques within departments!”
“It’s a great way to avoid the big-company disease of favoritism!”
Hao Yun nodded in sudden realization and hurriedly wrote it down.
Pei Qian continued, “After the interview stage, we’ll determine the final selected candidates based on the combined scores from the written test and interview.”
“However, after that, there’s a third stage—the Tengda Spirit Compatibility Test!”
“This stage will be personally designed by me. I’ll organize everyone to take the test, with electronic grading.”
“Only those who pass this test can officially join the company.”
“Those who fail can only enter a one-month probationary period. Although they’ll still be paid, during the probation they won’t be responsible for critical work. Their main task will be to seriously study and experience the Tengda spirit.”
“After the one-month probation, there will be another Tengda Spirit Compatibility Test. If they still don’t pass, the probation will unfortunately be extended.”
“If the probation is extended three times in total, then we’ll have no choice but to regretfully terminate them with compensation.”
Hao Yun rapidly wrote in her notebook, deeply impressed.
As expected of President Pei—he had arranged so many stages for recruitment and interviews!
It sounded extremely rigorous!
Although Hao Yun felt that these steps were a bit overcomplicated and somewhat unnecessary, she also felt that President Pei must have deeper intentions, so she didn’t dwell on it.
And indeed, President Pei’s arrangements did seem to make a certain amount of sense.
Pei Qian himself felt very satisfied as well.
If recruitment were carried out in the conventional way, the HR department trained by Assistant Xin definitely wouldn’t be a bunch of freeloaders. And with every department head eagerly looking for chances to “stab President Pei in the back,” the new hires would inevitably all be extremely capable—which would be very hard to deal with.
The current arrangement couldn’t be said to completely avoid this situation, but at least it clearly weakened it!
First, by not screening resumes and giving everyone a fair chance to compete, many newcomers with lower education or less experience wouldn’t be filtered out right away.
Second, since only half of the written test focused on job-specific knowledge and the other half tested general abilities unrelated to the position, this gave a boost to those who were great at exams but not necessarily strong in actual work.
Third, having departments conduct cross-interviews—outsiders interviewing insiders—greatly reduced the probability of selecting outstanding specialists.
Finally, the Tengda Spirit Compatibility Test could filter out many slackers. As for the work-obsessed grinders, they would be compensated and persuaded to leave directly—spending money while also ensuring the safety of the positions.
It was simply perfect!
Of course, this standard still didn’t fully achieve Pei Qian’s ultimate goal.
But he couldn’t push things too far either—there was no way he could literally write “looking for slackers” into the recruitment criteria.
This was already the recruitment process that satisfied him the most within the bounds of what the rules allowed.
Soon, Hao Yun finished taking notes. Her small notebook was densely filled, spanning several pages.
Pei Qian nodded in satisfaction and said, “Then, the HR department’s main task in the near future is to quickly coordinate with all departments and get this entire recruitment process set up.”
“This includes how to choose venues, how many positions each department has, arrangements during the exams, and so on.”
“If money is needed anywhere, speak up—don’t be afraid to spend!”
“For example, during registration: if screening resumes feels too troublesome, just spend money to build a dedicated recruitment website to fully automate the entire process—registration, printing admission tickets, and everything else.”
“Let me emphasize again: don’t be afraid to spend money!”
“Talent is the foundation of a company’s development. This is a long-term talent selection mechanism—one that benefits the present and the future. Do you understand?”
Hao Yun nodded. “Yes, President Pei, I understand!”
She paused, realizing she had overlooked an important issue. “Uh, President Pei—then at which stage is the specific salary determined?”
“Do we still need to negotiate it down?”
Under standard company practice, salary negotiations usually take place during the HR interview stage, and bargaining—often lowballing—is inevitable.
This is a common method companies use to reduce expenses.
But in President Pei’s recruitment process, that step seemed to be missing?
Pei Qian said sternly, “Suppressing salaries is completely incompatible with Tengda’s corporate culture!”
“Since a candidate has already passed layer after layer of selection and trial, that proves they’re the kind of talent we need.”
“For such talent, we should be eager to recruit them. How could we possibly suppress their pay?”
“For the sake of a few hundred yuan a month, making talent feel unhappy, work half-heartedly, and reduce efficiency—doesn’t that ultimately hurt the company itself?”
“So, no bargaining!”
“Letting candidates name a salary and then cutting it down—that’s just rogue behavior!”
“We’ll directly pay according to the higher end of industry standards. We must ensure that Tengda’s offered salary is competitive. And once employees pass the Tengda Spirit Compatibility Test, we’ll immediately give them a raise.”
“Only when the pay is generous will employees be wholeheartedly devoted to working for Tengda!”
If you want to see more chapter of this story and don't mind spending $5 monthly to see till the latest chapter, please go to my Patreon.
Latest Chapter in Patreon: Chapter 328: All the Finalized Gameplay Plans Were Overturned
Link to the latest chapter: https://www.patreon.com/posts/147284227?collection=1399284
https://www.patreon.com/collection/1399284?view=expanded
Comments (0)
Please login or sign up to post a comment.