After returning to Tenda Games, Pei Qian briefly checked on the development progress of GOG.

This game was still in the conceptual design phase, with Li Yada still struggling with some very basic settings.

However, work on acquiring some smaller IPs was about to begin, with dedicated personnel negotiating with various domestic and foreign companies.

Many copyrights were divided into limited-term authorization and permanent authorization. The specific type of authorization would require many rounds of negotiation to determine.

The more well-known an IP was, the more expensive it would be, and the authorization method would also tend to favor limited-term authorization. Many games, after purchasing certain copyrights and finding that renewal costs had increased after expiration, were unable to renew the contracts. This meant the corresponding products had to be removed from shelves, creating extremely awkward situations.

Therefore, they were currently seeking IPs with permanent authorization.

Considering price factors, the characters currently being negotiated were mostly those with relatively low recognition, such as animated characters from long ago, protagonists from old novels, outdated movie characters, and so on.

Of course, before negotiating authorization for specific IP images, they would first conduct a simple screening to confirm whether the character was suitable for use in the game and wouldn’t create any obvious sense of dissonance before proceeding with negotiations.

If the character’s style differed from the game’s art style, they would also need to negotiate with the copyright holder to ensure Tenda could modify the character’s appearance to a certain extent based on the game’s style.

Although troublesome, the guiding principle was very clear: anything that didn’t meet the conditions or couldn’t be acquired wouldn’t be purchased.

After all, there were so many garbage IPs on the market that randomly picking up a few would be enough for the initial phase.

Currently, the game didn’t even have a rough outline yet, so Pei Qian couldn’t provide much guidance and could only check back in a while later.

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

“Mr. Pei, we’ve tried to develop a set of exam questions. Could you check if they’re suitable?”

“Also, regarding the Tenda Spirit Compatibility Test for the final stage, we’ve already arranged for the TPDb website team to create the corresponding website backend. When the Tenda recruitment website is ready, we’ll provide you with a unique access point where you can adjust the content and standard answers of this test. No one else will be able to access it.”

Pei Qian took the stack of printed test papers from Hao Yun and nodded with satisfaction. “Good, leave them here. I’ll look through them carefully.”

Hao Yun went back to his work.

Pei Qian opened the test papers and examined them carefully.

There were mainly two recruitment tasks to be completed in the early stage. First was the dedicated recruitment website, where filling out resumes, registering, printing admission tickets, and other operations would all be conducted.

Once this website was completed, job seekers would only need to register online and fill out information at scheduled times. They could print their admission tickets before the exam and come for the written test. A series of complex procedures would all be conducted online, saving a lot of trouble.

Second were the test questions, which he would look at shortly.

The exam times had been set for May and November each year.

In the job market, there was a saying about “Golden March, Silver April” and “Golden September, Silver October.”

The peak season in the first half of the year was March and April because many people would choose to leave their jobs after receiving their year-end bonuses and start looking for new work around March.

The peak season in the second half of the year was September and October because many college graduates would officially graduate and enter the job market during this time.

Pei’s idea was to avoid these recruitment peak seasons!

During peak recruitment seasons, there were many talents in the job market. Using exams to select talents would mostly attract people with top learning abilities, which was very much against Pei’s original intention.

So, he had to wait patiently!

Wait until the peak season was completely over, when the more capable talents had already found jobs, and then start recruiting, catching all those remaining on the market with questionable working abilities in one sweep.

The task of creating the recruitment website had been assigned to the TPDb website team, because the new website could be called “Tenda Recruitment Website” or “Tenda Talent Resource Database,” which could exist as an extension of the TPDb website.

Pei Qian looked at these questions.

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

The basic ability test questions were set by the Human Resources Department. Pei Qian flipped through them and found they weren’t much different from civil service exam questions. The knowledge covered was very diverse, and without specific preparation, probably only a few geniuses could score high marks.

The professional knowledge test was composed of questions from each department. For example, the game department’s questions included some basic knowledge of the gaming industry, explanations of some professional terms, short answer questions about game systems, game copywriting exercises, and so on.

As for the interview questions, they were similarly open-ended but more closely related to the positions.

After reviewing all these questions, Pei Qian fell into deep thought.

He suddenly felt that his previous thinking had been too simplistic.

There was a crucial part he hadn’t considered: how difficult should these questions be?

The current difficulty level of the questions, compared to civil service exams, was medium-low.

This was normal, after all, from the perspective of the Human Resources Department employees, Tenda’s recruitment was corporate recruitment, which placed more emphasis on employees’ actual working abilities.

Therefore, the interview would definitely carry more weight.

Those industry veterans in their thirties and forties might easily handle knowledge in their specialties, but making them answer basic ability test questions would be unreasonable.

So, the Human Resources Department had deliberately lowered the difficulty of the basic ability test questions.

This way, the screened employees would definitely be those with relatively strong working abilities and good interview performance.

Pei Qian felt this wasn’t right.

Recruitment exams were a form of selection. Under the premise that many people were desperately trying to work at Tenda, Boss Pei definitely needed to recruit employees who matched his expectations as much as possible.

Reverse screening was certainly impossible.

For example, if Pei Qian wanted to admit candidates from lowest to highest scores, on one hand, the system would never agree and he couldn’t explain it to other employees; on the other hand, it wouldn’t be operationally feasible.

Once this news spread, everyone would turn in blank papers, or some academic elites might deliberately control their scores to specific ranges. What then?

So, he could only screen candidates from highest to lowest scores.

In essence, he was just choosing between two types of people: one was academic elites who excelled at exams; the other was talented individuals who were good at interviews and had strong working abilities.

Sometimes the two were compatible, but many times, they were mutually exclusive.

Generally speaking, highly educated talents often had strong learning abilities and decent working abilities. The so-called “high scores but low ability” phenomenon was actually quite rare.

However, Pei Qian also knew that some companies had experienced declining performance because they were too fixated on recruiting highly educated workers.

Many highly educated workers didn’t actually like their jobs and only came for the high salaries. They lacked passion for their work, so what they produced looked good but lacked soul…

He was getting a bit off track.

In short, after much deliberation, Pei Qian felt he should still choose the former.

The latter type would immediately backstab him once hired, while the former might include many people who were good at learning and taking exams but not good at actual work, offering a higher safety factor.

With this in mind, Pei Qian annotated on the test paper: Increase the difficulty of the basic ability test to the maximum!

Then, Pei Qian felt he should also consider what questions should be included in the Tenda Spirit Compatibility Test.

This test was essentially about testing employees’ slacking-off spirit and eliminating potential workaholics.

Of course, this had to be done with enough mystification, and the standard answers had to be kept confidential.

After the website was created, interns waiting for official employment would be arranged to take the test at specific times on specific computers. After completing the test and submitting it, the website would automatically calculate the scores.

Only Pei Qian could see these scores. The interns would only be notified of whether they passed or not, without being told their specific scores.

At the same time, the company would officially prohibit discussion of these questions.

Private discussions couldn’t be banned, but test takers wouldn’t likely remember all the questions. Even if they discussed individual questions, they couldn’t determine what the standard answers were.

Pei Qian would also regularly modify and refresh these questions to ensure the accuracy of the test.

And Boss Pei’s questions would all be very confusing.

For example:

Question: It’s already quitting time, but you still have a task that hasn’t been completed. At this point, you should:

A. Work overtime to complete it

B. Deal with it tomorrow

C. Ask whether the task needs to be urgently completed. If so, work overtime; if not, deal with it tomorrow

D. Work overtime when your superior (not Mr. Pei) emphasizes that the task needs to be completed with overtime, but assume it doesn’t require overtime if not emphasized

E. Argue with your superior (not Mr. Pei) when they emphasize that the task needs to be completed with overtime

Choose E: +5 points, Choose B: +4 points, Choose D: +2 points, Choose C: +1 point, Choose A: 0 points.

Another example:

Question: It’s already quitting time, but you still have a task that hasn’t been completed, and Mr. Pei previously said the task must be completed before a certain day. At this point, you should:

A. Work overtime to complete it

B. Deal with it tomorrow

C. Ask Mr. Pei whether the task needs to be urgently completed. If so, work overtime; if not, deal with it tomorrow

D. Work overtime to complete it and demand double overtime pay from Mr. Pei

E. Complete the work task at home

Choose D: +5 points, Choose A or E: +4 points, Choose C: +2 points, Choose B: 0 points.

As for why the answers to these two questions were different…

Well, obviously, if Boss Pei asks you to work overtime, it’s definitely because the settlement period is approaching, and if the product is delayed, Boss Pei would be sanctioned by the system.

Of course, after working overtime, don’t forget to vigorously demand overtime pay from Boss Pei, and that’s it.

In short, tasks personally assigned by Boss Pei must be completed seriously.

On this basis, get as many company benefits as possible, and the more proactive, the better.

If Boss Pei hasn’t explicitly indicated that the task is urgent, never take the initiative to work overtime.

…

Pei Qian racked his brains and wrote several questions based on this central idea.

These questions assumed various different scenarios and buried Boss Pei’s true intentions through various complex options, making it impossible for test takers to accurately judge the test setter’s real purpose.

After the website was created, Pei Qian could upload all these questions to the website, set the standard answers, and wait for test takers to answer.

He could also consider creating a larger question bank, randomly selecting a portion for each exam, further reducing the possibility of understanding the questions through private discussions.

Only those who passed this test would be talents compatible with the Tenda spirit.

If they didn’t pass the test… sorry, please continue to strengthen your learning and properly comprehend the Tenda spirit.