After returning to Tengda Games, Pei Qian paid a little attention to the development of gog.

This game is still in the concept design stage, and Li Yada is still struggling with some pretty basic settings.

However, the acquisition of some small IPs has been prepared to begin, and there are special people to negotiate with some domestic and foreign companies.

Many copyrights are divided into limited-term authorization and permanent authorization. Which authorization method is required to be determined in many rounds of negotiations.

The more famous the IP is, the more expensive it sells, and the authorization method will be more inclined to be authorized for a limited period. After many games buy a certain copyright, the copyright fee will increase after the expiration and cannot renew the contract. Then the corresponding product will be removed from the shelves, which will be very stiff.

Therefore, what are currently seeking for permanent authorization IP characters.

Considering the price factor, the characters currently being discussed are all relatively low-profile, such as anime characters a long time ago, the protagonists of the old novels, the outdated movie images, etc.

Of course, the specific IP image you need to choose will be briefly screened before discussing authorization to confirm that this image is suitable for use in the game and will not cause obvious inconsistency before discussing it.

If the character and the game style are different, you have to negotiate with the copyright owner. Tengda can adapt the character's style to a certain extent according to the game style.

Although it is quite troublesome, the guiding ideology is also clear. If you don’t meet the conditions and cannot get it, you won’t buy it.

Anyway, there are so many junk IPs on the market, it is enough to just pick them up and buy them in the early stages.

At present, there is not even a shadow on the game, so Pei Qian has no way to guide him, so he can only watch it again after a while.

Shortly after returning to the office, Hao Yun from the Human Resources Department came to knock on the door.

"Mr. Pei, we are trying to find out a set of exam questions. Do you want to see if it is appropriate?"

"Also, the Tenda spiritual fit test questions in the last part have been arranged by the TPDB website to create the corresponding website backend. After the Tenda recruitment website is made, you will be given a unique entrance. You can adjust the content and standard answers of this test question there, which no one else can find."

Pei Qian took a stack of printed test questions from Hao Yun's hand and nodded with satisfaction: "Okay, put it here, I'll take a closer look."

Hao Yun continued to work hard.

Pei Qian opened the test questions and checked them carefully.

There are two main recruitment work to be done in the early stage. First, there are special recruitment websites, filling out resumes, registering, printing admission tickets, etc., all of which must be carried out on this recruitment website.

When this website is ready, job seekers only need to register online regularly and fill in the information.

Just print the admission ticket before the exam and come to the written test. A series of complicated processes are carried out online, saving a lot of trouble.

The second is the test questions, I will read this later.

The exam time is set in May and November every year.

There are sayings in the workplace that "Gold, Three, Silver and Four" and "Gold, September and October".

The peak season in the first half of the year is March and April, because many people choose to leave after the New Year and start looking for a job around March;

The peak season in the second half of the year is September and October, because many college graduates have officially graduated and started to work.

Mr. Pei’s idea is to avoid these recruitment peak seasons!

During the peak recruitment season, there are many talents in the talent market. Most of the people who use exams to select talents are from people with top learning abilities, which is very inconsistent with Mr. Pei’s original intention.

So, wait patiently!

When the peak season is completely over, more powerful talents have found jobs. At this time, we will recruit them to catch all the remaining people on the market with worrying work abilities.

The task of creating a recruitment website is handed over to the tpdb website, because the new website can be called "Tengda Recruitment Network" or "Tengda Talent Resource Library", and it can also exist based on the tpdb website.

Pei Qian looked at these questions.

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

The basic ability test questions were asked by people from the Human Resources Department. Pei Qian looked it up and said that they were basically not much different from the questions in the public servant exam. The knowledge in it was very complicated. If you don’t prepare it specifically, only some geniuses could get high scores.

Professional knowledge tests are test questions independently given by various departments. For example, the test questions of the game department include some basic knowledge of the game industry, some professional terms explanations, some short answer questions for game systems, game copywriting and trial writing, etc.

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

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

Suddenly I felt that I had thought it was too simple.

There is a very critical part that has not been considered, that is... how difficult it is to set to be for these questions?

The current difficulty of the question is, if compared with the examination of public officials, it is moderately difficult.

This is normal. After all, in the eyes of employees of the Human Resources Department, Tengda's recruitment is a corporate recruitment, and it pays more attention to the actual work ability of employees.

Therefore, the proportion of interviews must be higher.

Those big guys in their thirties and forties may be able to easily learn about their major, but isn’t it difficult to ask them to answer basic ability test questions?

Therefore, the human resources department deliberately reduced the difficulty of basic ability test questions.

In this way, the selected employees must have relatively strong work ability and good interview performance.

Pei Qian felt that this would not work.

The recruitment exam is a kind of selection. On the premise that many people are trying to get into Tengda’s job, Mr. Pei must recruit employees who meet their wishes as much as possible.

Reverse filtering is definitely impossible.

For example, if Pei Qian wants to accept the score from low to high, on the one hand, the system cannot agree and cannot explain it to other employees, and on the other hand, it is not practical.

As long as this news spreads, everyone will hand in the blank paper, or some academic masters deliberately control their scores to specific scores, what should they do?

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

To put it bluntly, it’s just a choice between two types of people: one is a top student who is good at exams; the other is a talent who is good at interviews and has strong work ability.

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

Generally speaking, talents with high education often have strong learning ability and good work ability. The so-called "high scores and low energy" phenomenon is actually rare.

However, Pei Qian also knew that some companies were too persistent in recruiting highly educated workers, which led to a decline in company performance.

Many highly educated workers do not like this job, but come only for a high salary. They lack enthusiasm for work, so what they make looks good, but lacks soul...

It's a bit too far.

In short, Pei Qian had been struggling for a long time and felt that he would choose the former one.

The latter will be crazy about being recruited by yourself, while the former may be a lot of people who are good at studying, good at exams but not good at work, and have a higher safety factor.

Thinking of this, Pei Qian commented on the test questions: The difficulty of improving basic ability test questions is the highest!

Then, Pei Qian felt that he should consider roughly what the questions in the Tengda mental fit test were.

To put it bluntly, this test is to test the employees' slap spirit and eliminate some potential struggles.

Of course, this matter must be done enough to be confusing, and the standard answer must be kept confidential.

After the website is made, the interns who are waiting to become regular will arrange to answer questions on a specific computer at a specific time, submit them after answering, and the website will automatically settle the scores.

Only Pei Qian can see this score, and he will only notify the interns whether they pass or not, and will not tell them the specific score.

At the same time, the company does not allow these issues to be discussed in public.

Private discussions cannot be prohibited, but answerers are unlikely to remember all the questions. Even if individual questions are discussed, they cannot determine what the standard answer is.

Pei Qian will also regularly modify and refurbish these questions to ensure the accuracy of the test.

The questions raised by Mr. Pei are all very confusing.

For example:

Q: It's time to get off work, and you still have a job that has not been completed. At this time, you should:

a         Complete overtime

b     Let’s talk about it tomorrow

c                                                               

d    The superior (non-General Pei) emphasized that the task requires overtime work when overtime is completed. If the superior does not emphasize, the default is that overtime is not required.

e      The superior (non-General Pei) emphasized that the task needs to be completed overtime, and argued with him when he tried to make sense.

Choose e and add 5 points, choose b and add 4 points, choose d and add 2 points, choose c and add 1 point, and choose a without score.

For example:

Q: It is already time to get off work, and you still have a job that has not been completed. Mr. Pei once said that the task must be completed some day before. At this time, you should:

a         Complete overtime

b     Let’s talk about it tomorrow

c      Go to ask Mr. Pei whether the task needs to be completed in an expedited manner. If necessary, work overtime. If not, talk about it tomorrow

d      The overtime work is completed, and Mr. Pei is required to pay double overtime fees

e    Complete work tasks at home

Choose d and add 5 points, choose a or e and add 4 points, choose c and add 2 points, and choose b and do not score.

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

Nonsense, Mr. Pei asked you to work overtime, it must be the time when the settlement cycle is coming. If the product is delayed, Mr. Pei will be sanctioned by the system.

Of course, after working overtime, don’t forget to ask Mr. Pei for overtime pay.
To be continued...