Losing Money to Be a Tycoon

February 16th, the first day of work after the Chinese New Year holiday.

Pei Qian quietly locked himself in his office, thinking about life.

What was going on!

It was just a Chinese New Year, right? So many things could happen!

What happened to my back before Chinese New Year? Why was it full of knives!

The most ridiculous thing was that apart from the internet cafes, take-out, logistics, and other departments that could not stop and needed to take turns to rest, all the departments in Tengda that could take holidays were on holiday. Basically, they were in shock. Even so, bad news came one after another!

First, the popularity of Ghost General 2 and Bullet Hole 2 suddenly increased. The various statistics during the Chinese New Year period soared.

Then, GOG and IOI's new spring event clashed. IOI broke with a single touch. It looked like the sun was setting and was about to die.

Long Yu Corporation's recommendation resources were immediately tilted towards Bullet Hole 2, causing the recommendation resources obtained by IOI to shrink drastically, making things worse;

Lastly, the news conference of Shenhua Corporation and Stamford car increased another huge wave of popularity for Safe and Civilized Driving!

During the Chinese New Year period, he would watch the news almost every day. He would see new bad news.

Ridiculous!

Yet, it was a holiday. Pei Qian could not do anything even if he wanted to!

For the entire seven days, Pei Qian could only let nature take its course and clear his mind.

Then came the problem.

Resting for a while during Chinese New Year was satisfying. He was officially working at the crematorium!

There was only half a month left until settlement. However, the revenue of so many projects suddenly skyrocketed, giving Pei Qian a huge pressure.

Pei Qian might have been prepared to spend as much money as possible, but he had not expected that the task of spending as much money as possible would be so cumbersome!

However, Pei Qian was experienced after all. After a short period of panic and confusion, he quickly calmed down. A new countermeasure even surfaced in his mind.

Reality proved that human intelligence was like water in a sponge. There would always be as long as you squeezed.

Under pressure, smart people could always find a new breakthrough point.

In the short term, he could use the sudden spending methods that he had thought of previously, such as opening a zoo, pouring money into Tengda's headquarters building, buying buildings, and organizing promotional events in the game.

These sudden spending methods had certain side effects. For example, GOG throwing more money would undoubtedly make IOI's situation worse. However, Pei Qian could not care so much anymore.

He would focus on this cycle first, and he would think about the next cycle…

As for IOI, I'm sorry. It looks like you're about to collapse. You should do your best.

Pei Qian had been showing mercy to IOI previously because he felt that it could still hold up. However, seeing IOI's dead state, it probably would not be of much use to keep it. Since that was the case, he would not pretend anymore. GOG would continue to burn money.

On top of that, Pei Qian had also schemed to think of a long-term way to spend money. He had also notified the HR department.

He was just thinking about it when someone knocked on the door.

"Boss Pei, are you looking for me?"

It was Wu Bin. He might not be the person-in-charge of the HR department now, but he had always been in charge of Tengda's recruitment examinations.

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

"Look at this new recruitment plan. Hurry up and get it done. Finish it before the end of this month!"

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

Wu Bin reached out to take the plan and found that even though the plan was very simple and only had a general framework and outline, the core points were written clearly.

"Special recruitment?!"

Wu Bin might have seen many things that surprised him during his work in Tengda's HR department but he still felt genuinely shocked when he saw this plan!

Tengda's original recruitment examinations were held once every May and November.

In this plan, Boss Pei requested for the recruitment examinations to be added in February and August respectively. That would become once every three months, a total of four times throughout the year!

This was not a simple increase in number of people. The details of the recruitment examinations had also changed. The most obvious difference was that the examinations in February and August had special requirements!

There were only three types of people to take this exam: the first type, people older than 35 years old; the second type, people whose families had a fertility plan or had just given birth in the past two years, men and women were not limited; the third type, people who had fought labor arbitration lawsuits and won against previous companies.

He had to meet any one of these three conditions before he could sign up for the exam. Of course, whether he could pass or not was another matter.

However, there was one point that had to be emphasized. That was because this special recruitment exam was different from regular recruitment examinations. They were all hired according to the number of people. The number of people participating in this recruitment exam was obviously less than regular recruitment. The probability of admission would obviously be greatly increased.

Wu Bin was stunned.

These three types of people were the three types that other companies did not want!

First, people older than 35 years old.

Many companies had said that they would 'regularly send talents older than 35 years old' to society, or 'regularly eliminate employees who have lost their fighting spirit'. This gap was basically stuck at 35 years old.

Other than that, many companies did not dare to say that on the surface.

There were many reasons. One of the direct reasons was that when employees signed contracts with the company, they would sign two fixed deadline labor contracts in a row. Or if workers worked in the human resource position for ten years, they would have to sign contracts that had no fixed deadline.

This also meant that unless there was a legal or agreement to terminate the labor contract, this contract would only be terminated until the workers retired. It was very stable.

Therefore, many companies would regard labor contracts as a 'lifetime burden' and would try to avoid it.

Many people graduated in their twenties and participated in work. They would sign this kind of unlimited labor contract with the company when they were around 35 years old.

The deeper reasons were more complicated. However, at the end of the day, it was just that the company preferred young labor who were healthy, could work overtime, and had low prices. They wanted to eliminate these old employees with heavy family responsibilities, found it difficult to withstand the pressure of overtime, and had relatively high salaries. They wanted to pursue the company's profits as much as possible.

That was also why many people were saying that 'middle-aged crisis'. They were all saying that 'programmers cannot win against forty years old'. That was because in the eyes of many companies, employees were consumables. After 35 years old, the value of these consumables would decrease rapidly. Naturally, they had to think of ways to eliminate these people.

That was what most companies thought. Coupled with the fact that they were middle-aged, families, children, medical care, and other expenses would increase. Wouldn't there be a mid-life crisis?

The second type was people who had a fertility plan recently.

There was no need to explain much about this. They had to take a break from giving birth. It would easily take more than half a year. Taking care of children would distract most of their energy and would definitely affect their work efficiency. Many companies would ask women in their thirties when they encountered them during recruitment if they had plans to have children recently.

On the other hand, Boss Pei's plan was that there was no restriction on the gender. In other words, male applicants could also apply for jobs as long as their spouses were planning to give birth. At that time, male applicants could accompany them on maternity leave.

The third type was those who had fought labor arbitration lawsuits with the company and won.

This group of people would also be outcasted. That was because many companies' HR had already formed a de facto alliance. It was to better squeeze the employees under them.

According to normal people's thinking, wouldn't it be natural for employees to be treated unfairly and initiate labor arbitration to win the case?

However, in the eyes of many companies and HR in the company, such people were definitely thorns! If you could arbitrate your old boss today, would you arbitrate me tomorrow?

Thus, many companies had formed a tacit understanding between them: If they did not like any employee, they would 'dissuade' him. If you were more sensible and did not want the compensation to leave obediently, everyone could discuss it nicely. I would say a few good words on the resignation proof.

However, if you don't know your place and insist on going to labor arbitration for compensation? I'm sorry, you won't be able to care what I write on the resignation certificate.

What's more, as long as all companies tacitly stopped recruiting employees with previous experience in labor arbitration, wouldn't no one dare to apply for labor arbitration in the future?

It was a brilliant plan!

Thus, there were more and more companies now. They did not care about the facts. As long as they realized that the applicants had applied for labor arbitration, they would not want them.

However, Boss Pei's attitude was completely different: Other companies did not want these people, right? I would not reject anyone! Not only would I not reject anyone, but I would also specially open a special recruitment drive for them so that they could easily enter Tengda!

Wu Bin quickly finished reading the entire plan. After some consideration, he said, "Boss Pei, this plan…"

"Hmm… this plan itself is good, but I don't think there's a need to hold an exam, right?"

"That would make it easier for us to hire… er, weaker employees.

"I think it's fine as long as we treat everyone equally and don't discriminate."

Wu Bin was actually a little conflicted internally.

If it was other companies' HR, the first point would definitely be for the interests of the boss and the profits of the company. They would only think of ways to dissuade these three types of people and reduce the cost of the company.

However, Wu Bin had worked in Tengda for so long and knew very well what kind of person Boss Pei was. He also knew very well what kind of company Tengda was.

What's more, Wu Bin knew very well that Tengda's current state was what a company should be like.

It was normal for companies to treat these three types of people equally.

However, from a practical point of view, it would indeed reduce the efficiency and revenue of the company.

Therefore, Wu Bin felt that he could not turn these three people away. That would go against the Tengda spirit and values. However, there was no need to sacrifice so much company benefits, right?

Pei Qian shook his head, chuckling inwardly.

Treat everyone equally? Ordinary recruitment?

That way, even though these three types of people would enter Tengda, the speed would be too slow!

How could recruitment be done so quickly?

Tengda was developing faster and faster, and its scale was getting bigger. It could not wait any longer!