Losing Money to Be a Tycoon

After returning to Tenda, Pei Jian paid a little attention to GOG's research and development.

This game is currently at the conceptual design stage and Riyadha is still involved in some fairly basic settings.

However, some small IP acquisitions are ready to begin, and there are specialists to negotiate with a number of companies at home and abroad.

Many copyrights are divided into open-ended and permanent authorizations, specifically which authorization method requires many rounds of negotiations to determine.

The more well-known the IP, the more expensive the authorization will be. After many games have bought a copyright, the price of the copyright has risen since it expired, and the renewal cannot take place, so the corresponding product is going to go off the shelf, and this will be very rigid.

So, all we're looking for is a permanently authorized IP character.

Taking into account the price factor, the characters currently being talked about are some of the less well-known, such as animated characters from a long time ago, the protagonists of old novels, the already exasperated image of movies, etc.

Of course, before talking about authorization, a simple screening will be carried out to confirm that the image is suitable for use in the game and does not create obvious discord before talking about it.

If the character is different from the game painting style, you should also talk to the copyright party, Tenda can make some modifications to the character painting style according to the game style.

Although it's troublesome, the guiding philosophy is also clear. Anyone who doesn't meet the requirements and can't take it down won't buy it.

Anyway, with so many junk IPs on the market, buying them at random in the beginning is enough.

At present, the game doesn't even have a shadow, so Pei Huan can't guide anything, only to watch it for a while.

Shortly after returning to the office, Hao Yun of Human Resources knocked on the door.

“President Pei, we are trying to come up with a set of exam questions. Would you like to see if it's appropriate? ”

“Also, the final set of Tenda Spiritual Fit Test Questions has arranged for TPDb website people to make the corresponding website backend, then when Tenda recruitment website is made will give you a unique entrance, you can adjust the content and standard answers of this set of test questions there, no one else can find it. ”

Pei Qian picked up a bunch of printed questions from Hao Yun's hand and nodded with satisfaction: “Okay, put them here, I'll take a closer look. ”

Hao Yun continued to be busy.

Pei Qian opened the question and took a closer look.

There are two main recruitment tasks to be done in the early stages, starting with a dedicated recruitment website, where resume filling, registration, printing forensics, etc., are all carried out.

When this website is ready, job applicants can simply register and fill out the information online on time.

Just print the pre-exam certificate and write the exam, and a series of complicated processes are done online, saving you a lot of trouble.

The second is the question, which I'll be watching later.

Exams are scheduled for May and November of each year.

There are references to "Golden Three Silver Four” and “Golden Nine Silver Ten” in the workplace.

The peak season in the first half of the year was in March and April, as many would opt to leave after the year with the year-end prize and start looking for work around March;

The second half of the year is high in September and October, as many college graduates have now officially graduated and begun to move to work.

And Pei's general idea is to avoid these hiring seasons!

During the recruitment season, there are a lot of talent in the talent market. Most of them come from top learning skills using exams, which is highly inconsistent with President Pei's original intentions.

So wait patiently!

When the peak season is completely over, the more powerful talents have found jobs. Recruit again at this time, and beat the rest of the market who are worried about their ability to work.

The task of creating a recruitment website was entrusted to the TPDb website, as the new website could be called "Tenda Recruitment Network” or “Tenda Talent Pool” and could be attached to the TPDb website.

Pei Qian looked at these topics.

The questions are divided into three parts: the basic competency test for the morning session of the written examination, the expertise test for the afternoon session of the written examination, and the questions for the interview phase.

The basic competency test questions were put by people on the side of the Human Resources Department. Pei Huan flipped over. Basically, they are not much the same as the public officials' exam questions. The knowledge inside is very complicated. If not prepared intentionally, only individual geniuses will be able to score high marks.

Expertise testing, for example, includes some of the fundamentals of the game industry, terminology interpretations of some technical terms, short answers to some game systems, gaming script packaging test writing, etc.

As for the interview questions, they are also more open questions, although they are more closely related to the position.

After reading these topics, Pei Huan was caught in a deep thought.

All of a sudden, the thought was too simple.

There is a very critical part that has not been taken into account, which is… how difficult are these topics to determine?

The current difficulty of the topic, if compared to the examination of a public official, is moderate.

This is also normal, after all, in the view of those employees in the Department of Human Resources, Tenda's recruitment is corporate recruitment, and more emphasis is placed on the actual ability of employees to work.

So, the interview must have been a little higher.

Aren't those 30-40 year-old industry bulls likely to trust their knowledge of the profession, but it's hard to get them to answer the basic competency test questions?

As a result, HR has deliberately reduced the difficulty of basic competency testing questions.

In this way, the employees screened must all be relatively capable of working and performing well in interviews.

Pei Huan felt that this was not possible.

Recruitment exams are a kind of selection, and in the premise that many people want to get into Tenda's work, President Pei will certainly have to recruit as many employees as he wants.

Reverse screening, definitely not possible.

For example, if Pei Qian wants to get from low to high on the score, on the one hand, the system is impossible to accept, unable to explain to other employees, and on the other hand, there is little operability.

As long as this wind comes out, everyone turns in a white roll, or some bully deliberately controls his score in a specific fraction, what should we do?

Therefore, the score can only be filtered from high to low.

To be honest, there are only two kinds of choices: one is a bully who is good at exams, and the other is a talent who is good at interviews and capable of working.

Sometimes the two are compatible, but often the two are mutually exclusive.

Overall, highly educated talents tend to have strong learning skills and good work skills, and the phenomenon of so-called "high and low performance” is rare.

However, Pei Qian also knows that some companies are too obsessed with hiring highly educated workers, which has led to a decline in company performance.

Many highly educated workers do not like the job themselves, but only because of the high pay and lack of enthusiasm for the job, so what is made looks good, yet lacks soul...

It's a little far-fetched.

In short, Pei Huan has been involved for a long time and feels that he still chooses the former.

The latter, when it comes to recruiting, will go mad and stab himself, while the former, maybe there are many people who are good at learning, good at exams but not good at work, have higher safety coefficients.

Thinking of this, Pei Qian commented on the question: The difficulty of improving the basic competency test questions, mentioned the highest!

Afterwards, Pei Huan felt it was time to think about what the Tenda Mental Fitness Test was all about.

This test, to be honest, is to test the employee's spirit of touching fish, to eliminate some potential struggles.

Of course, this must be done in a sufficiently confusing manner, and standard answers must be kept confidential.

After the website is created, the interns waiting for the correction are scheduled to answer questions at a specific time, on a specific computer, and submit after the answers, the website automatically settles the scores.

This grade can only be seen by Pei Qian, who will only notify the interns if they pass or not, and will not tell them the exact score.

At the same time, companies are not allowed to discuss these topics explicitly.

Private discussions are unlikely to be prohibited, but it is unlikely that respondents will remember all the topics and that individual topics, even if discussed, will not be able to determine exactly what the standard answer is.

Pei Qian will also periodically modify and refurbish these topics to ensure the accuracy of the test.

And Pei's topics will be very confusing.

For example:

Q: When it's time to get off work and you still have one unfinished job, you should:

A Overtime Complete

B, we'll talk tomorrow.

C Ask if the task needs to be completed quickly, overtime if needed, and tomorrow if not

D Superior (not General Manager Pei) emphasizes that the task requires overtime when it is completed, if not emphasized by the superior, the default is that overtime is not required

E Superior (not General Pei) emphasizes that when the task needs to be completed overtime, he argues

Select E for 5 points, B for 4 points, D for 2 points, C for 1 point, and A for no points.

For example:

Q: It's time to get off work, you still have a job to do, and President Pei has previously said that the task must be done some day ago, at which point you should:

A Overtime Complete

We'll talk tomorrow.

C Ask Pei if the task needs to be completed quickly, overtime if necessary, and tomorrow.

D Overtime completed and asked President Pei to pay double overtime

E Complete work tasks at home

Select D for 5 points, A or E for 4 points, C for 2 points, and B for no points.

As to why the answers to these two questions are different...

Nonsense, President Pei asked you to work overtime. It must be in time for the billing cycle. If the product is delayed, Pei will always be sanctioned by the system.

Of course, after overtime, don't forget to try hard. Chao Pei always has to pay overtime to be done.

In short, the tasks that President Pei himself has asked for must be done seriously.

On this basis, the more the company benefits can be, the more proactive the better.

Don't work overtime on your own initiative if President Bae doesn't make it clear that this task is urgent.

……

Pei Qian strained his mind and based on this central idea, prepared several topics.

These topics assume many different scenarios, burying all of Pei's true intentions through a variety of intricate options, making it impossible for respondents to accurately determine the real purpose of the respondent.

Once the website is created, Pei Qian can upload all these questions to the website, set standard answers, and wait for the tester to answer the questions.

Consideration could also be given to creating a larger repository of questions, randomly choosing a part of each exam, which would further reduce the likelihood that the topic would be explored privately through discussion.

Only those who have passed this test are those who fit the spirit of Tenda.

If you didn't pass the test… Sorry, please continue to strengthen your learning and get to know Tenda well.