Keep improving, rather lack than indiscriminate, this is Wu Hao's new requirements for Lin Jianliang and the human resources department in talent recruitment. After the 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 the scale of those big giant enterprises, but it is also a big existence in domestic enterprises and even in the world's science and technology enterprises.

The continuous expansion of the company's scale and the increasing number of employees naturally bring some problems to them. This also leads to management problems, and the expansion of the personnel organization has led to a decrease in efficiency rather than an increase in efficiency.

Secondly, the rapid increase in personnel has also added a considerable part of the company's expenses, first of all, the cost of employment.

Not to mention the rest, the salary paid to these more than 40,000 people every month has reached a terrifying number. According to the average salary of 10,000 yuan per person per month, more than 40,000 people are more than 400 million.

No matter how effective your company is, you have to pay people wages every month, which can be said to be a lot of expenses for a company.

Next, there is the expansion of the staff, which brings about other aspects of operating expenses, basically covering all aspects, including the addition of new offices, supporting office facilities, and even meals in the company's restaurant. The sum of these bits and pieces is also a significant expense.

For a healthy business, these are certainly not problems. But if the company goes wrong, these expenses will undoubtedly be the last straw that breaks the camel's back.

Therefore, Wu Hao decided to optimize the current company's personnel, improve the utilization rate of talents within the company, so that every employee can give full play to his own role. Instead of developing problems such as too many personnel, bloated organizations, and low efficiency due to the rapid expansion of personnel.

For example, there is a situation that occurs in many companies, that is, there are too few people who actually do the work. Often, it is one person who does the work, four or five or even seven or eight leaders. It's not a joke, but it's probably a common occurrence in some companies.

What Wu Hao has to do is to avoid this situation, nip this situation in the bud, and liberate the productive forces very early. Promote those excellent employees who do practical things, and clean up those so-called opportunistic elements who do not do practical things and only speak.

As for the introduction and recruitment of talents, the extensive form of large-scale absorption and introduction before the change has begun to change to the way of striving for perfection and preferring shortage to indiscriminate recruitment, recruiting and absorbing outstanding talents who are truly capable and capable.

Of course, that doesn't mean they're going to slow down their recruitment. Although the two are related, they are not directly related. Although there are few capable and capable talents, they are not impossible, but they will only increase the difficulty of recruitment.

In addition, it is Wu Hao's strategy of independently cultivating talents, and strengthening the cultivation and reserve of young talents. Compared with those who have experienced all kinds of outstanding talents in the workplace, these young talents who have just left school are more promising, and they are much stronger in loyalty and cohesion than those people.

More importantly, the growth of an enterprise is bound to have its own reserve talent training base. Don't be too rigid about academic qualifications or school popularity, really dig out those potential talents from these schools, and then cultivate them to become a solid foundation and driving force to support the company's development.

"Talent competition has always been the focus of competition among major enterprises, and now technology companies are expected to compete for products rather than talents. Good talents can promote the better development of enterprises, so major enterprises and even various places are sparing no effort to attract outstanding talents.

So for us, talent strategy is very important. ”

Speaking of this, Wu Hao said to Lin Jianliang: "Although excellence and preference for shortage will raise the threshold and reduce the number of recruits, it will have a certain impact on this stage, but it is also very beneficial to us in the long run."

When excellent people come in, it will only improve the strength of our whole team and the whole company. But if you let some people who fish in troubled waters come in, it will be against a rat poop that spoils a pot of soup.

It's hard to maintain a good culture, but it's very easy to corrupt, you know 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 and the employment of various departments."

However, at present, we are working hard to overcome difficulties and organize relevant personnel to go deep into various universities and regions to excavate and recruit talents.

In the past, except for Anxi, we mainly concentrated in the four first-tier talent gathering cities of Beijing, Shanghai, Guangzhou and Shenzhen, but now we have changed our strategy and went to some new first-tier central cities and universities. For example, Shudu, Jiangcheng, Hangzhou, Luzhou, Green Island and so on.

Our school recruitment team basically never stops, it is all about ending in one city and then going to another city, or even going to one city specifically for a university.

Cast a wide net, collect more fish, and choose the best from them. ”

It's a good one to choose the best. Wu Hao praised the person, and then looked good and silently followed Wei Bing, the person in charge of the security department, who had not spoken, to the other side: "What about your security department?" ”

"Since the Ministry of Security took over the park, it has begun to conduct multiple rounds of careful investigation of the park, from which a total of 1,871 security vulnerabilities have been found, of which we have found a total of 65 miniature pinhole cameras, a total of 182 wireless recording devices, and 11 wireless data ports buried in the pipeline from some buildings and park infrastructure.

In addition, we also found out a secret passage. Wei Jun reported to Wu Hao.

Secret passage, this is impossible. You say that these surveillance spy devices forget it, these things are relatively hidden and difficult to find. But this secret passage is absolutely impossible, and the entire construction of the project is under our strict supervision, how can there be a secret passage. Dong Yiming shook his head again and again, a hundred people didn't believe it.

Hehe, Lao Dong, don't you get excited, let's listen to what Wei Bing said first, he can't be targeted out of thin air. Wu Hao smiled and comforted, and then looked at Wei Jun. He was also a little curious, and he was not surprised to be able to find out these surveillance spy devices, but this secret passage was too much.

Wei Bing nodded and said seriously: "That's right, it's a secret passage, we found in the underground pipe network system, the underground pipe network system that was originally isolated was left with a secret door, this secret door is very hidden, and it can be opened from the outside of the park to enter our park." ”

That's impossible!