One Thousand and Forty-One: Cast the net widely, catch more fish, and choose the best ones.
Strive for excellence and prefer to lack rather than overdo it. This is Wu Hao's new requirement for Lin Jianliang and the human resources department in talent recruitment.
After rapid growth in the past few years, the company has developed into a large enterprise with more than 40,000 people and nearly 50,000 people. Of course, there is still a certain gap in scale compared to those big giants, but among domestic enterprises
Even among the world's technology companies, it can be considered a big presence.
The continuous expansion of the company's scale and the continuous increase of employees have naturally brought some problems to them. This has also led to problems in management, and the expansion of personnel organization has not only failed to improve work efficiency, but has caused it to decrease.
Secondly, the rapid increase in personnel has also added a considerable amount of costs to the company. The first is naturally the employment cost.
Not to mention anything else, the salary paid to these more than 40,000 people every month has reached a terrifying figure. Calculating based on the average monthly salary of 10,000 yuan per person, 40,000 yuan
If there are many people, it means more than 400 million people.
No matter how profitable your company is, you have to pay wages to people every month, which can be said to be a huge expense for a company.
Next, there are other aspects of operating expenses brought about by the expansion of staff. Basically covering all aspects, including newly added offices, supporting office facilities, and even meals in the company restaurant, etc. These zeros and zeros add up.
, which is also a considerable expense.
For a company that is developing normally and healthily, these are certainly not problems. But if there is a problem with this company, these expenses will undoubtedly be the straw that breaks the camel's back.
Therefore, Wu Haozai decided to optimize the current company's personnel to improve the utilization rate of the company's internal talents so that every employee can fully play his role. Instead of experiencing personnel shortages caused by rapid expansion of personnel
Too much, bloated organization, low efficiency and other development problems.
For example, a situation that occurs in many companies is that there are too few people who actually work. Often they work alone, with four, five or even seven or eight leaders. This is not a joke, but it may happen in some cases.
Common situations in the company.
What Wu Hao has to do is to avoid this situation, nip it in the bud, liberate productivity, promote outstanding employees who do practical things, and clean up the so-called opportunists who do not do practical things but only talk.
As for the introduction and recruitment of talents, the previous extensive form of large-scale recruitment has been changed to a method of striving for excellence and preferring shortage over excess to recruit and absorb outstanding talents who are truly capable and capable.
Of course, this does not mean that they have to slow down the recruitment of talents. Although the two are related, they are not directly related. Although there are few capable and capable talents, they are not absent, but they will only be involved in recruitment.
It just makes the job more difficult.
In addition, Wu Hao advocates the independent talent cultivation strategy to strengthen the training and reserve of young talents. Compared with all kinds of outstanding talents who have experienced the workplace, these young talents who have just left school have more training prospects.
And they are much stronger than those people in terms of loyalty and cohesion.
More importantly, for the growth of an enterprise, it is necessary to have its own reserve talent training base. There is no need to be too rigid about academic qualifications or the reputation of the school, and truly dig out those potential talents from these schools, and then train them to become
A solid foundation and motivation to support the company's development.
"Talent competition has always been the focus of competition among major companies. Today's technology companies are expected to compete for products rather than for talents. Good talents can promote better development of companies, so major companies and even various places
They are all trying their best to recruit outstanding talents.
So for us, talent strategy is critical."
Speaking of this, Wu Hao said to Lin Jianliang: "Although the principles of excellence and quality will raise the threshold and reduce the number of recruits, which will have a certain impact at the current stage, it will also be very beneficial to us in the long run.
When excellent talents come in, it will only enhance the strength of our entire team and the entire company. But if some people who fish in troubled waters come in, it will be like a mouse droppings that spoils the pot of soup.
It is difficult to maintain a good atmosphere, but it is very easy to corrupt it. Can you understand what I mean?"
Lin Jianliang nodded when he heard this: "I understand, but at this stage it will indeed have some impact on our personnel recruitment work and the employment of various departments.
But at present, we are already working hard to overcome difficulties and organize relevant personnel to go to various universities and regions to carry out talent discovery and recruitment work.
In the past, in addition to Anxi, we mainly concentrated on the four first-tier talent gathering cities such as Beijing, Shanghai, Guangzhou and Shenzhen. Now we have changed our strategy and went to some new first-tier central cities and universities. For example, Shudu, Jiangcheng, Hangcheng, Luzhou, and Ludao
etc.
Our school recruitment team basically never stops. They always end up in one city and then go to another city. They even go to a city specifically for a university.
Cast the net wide, catch as many fish as possible, and choose the best ones.”
"What a person who chooses the best." Wu Hao praised the person, and Na Haokan turned to the other side and said to Wei Bing, the head of the security department who had been silently following him and said nothing, "Where is your security department?"
"Since the Ministry of Security took over the park, it has conducted multiple rounds of careful inspections of the park and found a total of 1,871 security loopholes. Among them, we found a total of micro pinholes in some buildings and park infrastructure.
There are sixty-five cameras, a total of one hundred and eighty-two wireless recording devices, and eleven wireless data ports buried in the pipelines.
Moreover, we also found a secret passage." Wei Jun reported to Wu Hao.
"Secret passage, this is impossible. Forget about these surveillance and spy equipment. These things are relatively hidden and difficult to find. But this secret passage is absolutely impossible. The entire project construction is under our strict supervision. How could it happen?
It's a secret passage." Dong Yiming shook his head repeatedly, saying in disbelief.
"Haha, old Dong, don't be excited. Let's listen to what Wei Bing said first. He can't make a target out of thin air." Wu Hao comforted him with a smile, and then looked at Wei Jun. He was also a little curious and could find out.
He wasn't surprised by these surveillance and spy equipment, but this secret channel was too much.
Wei Bing nodded and said seriously: "Yes, it is a secret passage. We found in the underground pipe network system that someone left a secret door in the originally isolated underground pipe network system. This secret door is very hidden and can be accessed from outside the park.
