Chapter 1474 Special Recruitment of Three Types of People!

February 16th, the first day back to work after the Spring Festival holiday.

Pei Qian silently locked himself in his office, contemplating life.

What the hell is going on!

It's just the Spring Festival, how could so many things happen!

What happened to my perfectly fine back before the Spring Festival? How did it end up with so many knives sticking out of it!

The most outrageous thing is that, apart from the internet cafes, food delivery, logistics and other departments that couldn't stop and needed to rotate shifts, all the departments of Tenda that could take a vacation were on vacation, basically in a state of suspended animation. Even so, bad news kept coming one after another!

First, the popularity of "Ghost General 2" and "Bullet Marks 2" suddenly soared, with various data skyrocketing during the Spring Festival;

Then, gog and ioi's Spring Festival events clashed, and ioi shattered upon impact, looking like it was on its last legs;

Immediately afterward, Long Yu Group's recommended resources were fully tilted towards "Bullet Marks 2," resulting in a sharp reduction in ioi's recommended resources, adding insult to injury;

Finally, the press conference of Shenhua Group and Strever Automobile gave "Safe and Civilized Driving" a big boost in popularity!

During the Spring Festival, almost every time he checked the news, Pei Qian saw more bad news.

It was outrageous!

And he was on vacation, so there was nothing Pei Qian could do!

As a result, for seven whole days, Pei Qian could only let things take their course and empty his brain.

Then, the problem came.

A relaxing Spring Festival vacation, a fiery hell when you officially return to work!

There were only two weeks left until the end-of-month settlement, but the sudden surge in revenue from so many projects brought tremendous pressure to Pei Qian.

Although Pei Qian had prepared to spend money frantically, he never expected that the task of spending money frantically would be so heavy!

However, Pei Qian was a seasoned veteran after all. After a brief period of panic and confusion, he quickly calmed down, and even new countermeasures emerged in his mind.

Facts have proven that a person's intelligence is like water in a sponge; if you squeeze it, there will always be some.

Under pressure, smart people can always find new breakthroughs.

In the short term, he could use the previously thought-of methods of spending money frantically, such as opening a zoo, investing heavily in Tenda's headquarters building, buying buildings, and running promotional activities in games.

Although these methods of spending money frantically had certain side effects, such as gog's continued spending undoubtedly making ioi's situation even worse, Pei Qian couldn't care less.

He would worry about this cycle first, and then worry about the next cycle...

As for ioi, sorry, seeing that you're already on your last legs, just make the most of your remaining value.

Pei Qian had always been lenient with ioi because he felt that it could still hold on, but now seeing ioi in this state, he estimated that keeping it around wouldn't be of much use. Since that was the case, he wouldn't pretend anymore, and gog would continue to burn money.

In addition to this, Pei Qian also racked his brains to come up with a more long-term way to spend money and notified the Human Resources Department.

As he was considering this, there was a knock on the door.

"President Pei, you were looking for me?"

The person who came was Wu Bin. Although he wasn't the head of the Human Resources Department now, he had always been in charge of Tenda's recruitment exams.

Pei Qian nodded and handed over the new plan that he had just hastily written in the morning.

"Take a look at this new recruitment plan and get it done urgently. Finish it completely before the end of this month!"

"Recruit as many people as you can. It doesn't matter if you don't recruit enough, we'll recruit again next time."

Wu Bin reached out and took the plan. He found that although the plan was written very simply, with only a general framework and outline, the core points were clearly written.

"Special recruitment?!"

Although Wu Bin had seen many surprising things while working in Tenda's Human Resources Department, he was still genuinely shocked after seeing this plan!

Tenda's original recruitment exams were held twice a year, in May and November, every six months.

But in this plan, President Pei requested that another recruitment exam be added in February and August, making it once every three months, for a total of four times a year!

This wasn't just a simple increase in the number of times and people. The details of the recruitment exams had also changed. The most obvious difference was that the exams in February and August had special requirements!

This exam only recruited three types of people: The first type, people over 35 years old; the second type, people who had plans to have children or had just had children in the past two years, regardless of gender; the third type, people who had fought and won a labor arbitration lawsuit against their previous company.

You had to meet any one of these three conditions to be eligible to take the exam. Of course, whether you passed the exam was another matter.

But one thing had to be emphasized: because this special recruitment was staggered with the regular recruitment exams, and both were based on the number of people admitted, and the number of participants in this recruitment was obviously less than the regular recruitment, the probability of being admitted would obviously be greatly increased.

Wu Bin felt a little dumbfounded.

These three types of people were the three types of people that other companies wanted the least!

First of all, the first type, people over 35 years old.

Many companies had said that they would "regularly transfer talents over 35 years old to society" or "regularly eliminate employees who have lost their fighting spirit." This threshold was basically set around 35 years old.

In addition to this, there were many companies that didn't dare to say it out loud, but actually did it.

There were many reasons for this, one of the direct reasons being: when employees renewed their contracts with the company, after signing two consecutive fixed-term labor contracts, or if the worker had worked continuously for the employer for ten years, the contract signed had to be a non-fixed-term labor contract.

This meant that unless there were legal or agreed-upon circumstances for terminating the labor contract, the contract would continue until the worker retired. It had a very strong stability.

Therefore, many companies would regard non-fixed-term labor contracts as a "lifelong burden" and would try every means to avoid them.

Many people graduated and started working in their twenties, and just around the age of thirty-five, they would have to sign this non-fixed-term labor contract with the company.

The deeper reasons were more complicated, but in the end, it was nothing more than that companies preferred young laborers who were healthy, could work overtime, and demanded lower wages. They wanted to eliminate these older employees with heavy family responsibilities, who were unable to withstand the pressure of overtime, and whose wages were relatively high, in order to pursue company profits as much as possible.

This was why many people were talking about "mid-life crisis" and "programmers can't work past forty," because in the eyes of many companies, employees were consumables. After the age of thirty-five, the value of these consumables would decline sharply, so they would naturally try to eliminate these people.

Most companies thought this way, and coupled with the fact that people in middle age had a sharp increase in various expenses such as family, children, and medical care, wouldn't a mid-life crisis occur?

The second type of people, people who had plans to have children in the near future.

This didn't need much explanation. Having children required maternity leave, often for half a year, and taking care of children would divert most of one's energy, which would inevitably affect work efficiency. Many companies would ask women in their thirties if they had any plans to have children in the near future when they were recruiting.

But President Pei's plan was: regardless of gender. That is to say, men could also apply, as long as their spouse planned to have a child. Then the men could also take paternity leave with them.

The third type of people, people who had fought and won a labor arbitration lawsuit against their company.

This group of people was also ostracized, because many companies' HR departments had formed a de facto union in order to better exploit their employees.

According to normal people's thinking, if an employee was treated unfairly and won a labor arbitration lawsuit, wasn't that a matter of course?

But in the eyes of many companies and the HR departments in those companies, this kind of person was definitely a troublemaker! If you can arbitrate against your old boss today, won't you arbitrate against me tomorrow?

Therefore, many companies had formed a tacit understanding: if they didn't like which employee, they would "persuade" them to leave. If you were sensible and left without asking for compensation, then everyone could talk things over and I would say a few nice words on your letter of resignation.

But if you were not sensible and insisted on going to labor arbitration to ask for compensation? Then sorry, you can't control what I write on your letter of resignation.

Moreover, as long as all companies very tacitly stopped recruiting employees who had ever had labor arbitration experience, wouldn't no one dare to apply for labor arbitration in the future?

It was simply a master plan!

Therefore, more and more companies were now indiscriminately rejecting anyone who had ever applied for labor arbitration, regardless of the circumstances.

But President Pei's attitude was completely different: other companies don't want these people? I'll just take them all! Not only will I take them all, but I'll also open a special recruitment for them so that they can easily enter Tenda!

Wu Bin quickly read the entire plan and said after thinking for a moment, "President Pei, this plan..."

"Well... This plan itself is certainly good, but I don't think it's necessary to have a special exam, right?"

"This actually makes it easier to recruit some... uh, employees with lower skill levels."

"I think it would be enough as long as we treat everyone equally and don't discriminate."

Wu Bin's heart was actually a bit conflicted.

If he were the HR of another company, his first starting point would definitely be to consider the interests of the boss and the profits of the company, and he would try every means to persuade these three types of people to leave, in order to reduce costs for the company.

But Wu Bin had worked at Tenda for so long and knew very well what kind of person President Pei was, and he also knew very well what kind of company Tenda was.

And Wu Bin also knew in his heart that Tenda's current state was the state that a company should have.

Treating these three types of people equally was what a normal company should do.

But if you considered it from a practical point of view, it would indeed reduce the company's efficiency and revenue.

So Wu Bin felt that they shouldn't reject these three types of people, which would violate Tenda's spirit and values; but there was no need to sacrifice so much of the company's interests, right?

Pei Qian shook his head and thought to himself, "Heh."

Treat everyone equally? Normal recruitment?

Although this would also allow these three types of people to enter Tenda, the speed was too slow!

How could it be as fast as this targeted recruitment?

Tenda was developing faster and faster, and its scale was getting larger and larger, it couldn't wait any longer!