In the conference room upstairs of Mingyang Financial Company, two staff members co-chaired the morning assessment activity.

One of them was a speaker at a special job fair at Garson University, his name was Zhang Feng, thin and capable.

He was partnered with the peach-faced staff who led the interviewers upstairs in batches, and introduced himself as Ma Lin from HR (Human Resources Department). Ma Yinuo's mother's surname is Lin, and "Ma Lin" almost became Ma Yinuo's name back then, and she herself has always thought that "Ma Lin" is a very good name, so she is kind to the smiling Ma Lin in front of her, and the unfamiliar environment around her has become less strange.

Ma Lin gave a lecture on the employee development path of Mingyang Finance: "There are two different talent promotion channels provided by Mingyang Financial Company, which are management talent channel and expert talent channel. For talents who are suitable for organization and coordination, they can become managers and senior managers through the management channel; For those who are not suitable for organization and coordination work, but are proficient in the profession, they can grow into experts and senior experts through the expert channel. ”

She used PPT projection to cooperate with the display, and the projection clearly listed the path map and node identification of talent development.

"Talents who have developed through two different channels have similar treatment and equal status. That is to say, people with different personalities and different pursuits have the opportunity to develop in a way that suits them, so as to obtain income and benefits that match the ability of talents.

Moreover, the two paths are interconnected, so that talents can make different choices at different stages of career development. For example, an expert can be transferred to a manager position through the AC assessment at the node; Managers can also pass the assessment and move up to senior experts.

"In Mingyang Finance, it will not be like in enterprises that use traditional talent management methods, and if you don't get promoted, you will lose the possibility of development. Here we don't paint pies! Don't paint a mirage! Instead, it is guaranteed by the system: as long as you are gold, you will definitely shine! ”

Ma Lin talked eloquently on the stage, methodically introducing the career development path that is very new for students, and behaved generously, both professional and funny, which made Ma Yinuo very admirable.

At the end, Marlene asks everyone to guess what year she joined the work.

Although she looks young, with such a professional performance, most people guess that her work experience is three to five years, and there are exaggerated ten years.

"I joined the job last year." Ma Lin announced the answer with a smile, "The environment of Mingyang Finance is very conducive to the growth of young talents, and the company pays attention to the improvement of the quality of employees, and has a systematic and scientific training plan for new employees." Join us, I believe everyone will realize their value in their careers! ”

The applause was thunderous, and there was nothing more convincing than showing up.

Zhang Feng is much more serious, and his task is to introduce the relevant matters of this recruitment.

Seeing that in the PPT displayed by Zhang Feng, the demand major is "finance, economics, management and other related majors", and Ma Yinuo's law major has been marginalized to the category of "related to others", she is a little worried.

Zhang Feng said: "Although it is written that there are two people who are needed, if the suitable candidates are five, we will recruit five people; If there are ten suitable candidates, we will need ten people; If there is no suitable candidate, this recruitment can be done without anyone. The same is true for majors, such as finance and economics, which we initially consider and believe are relatively suitable for several majors, but as long as your ability matches your needs, it can be said that there is no limit to majors. All in all, the only measure of our recruitment is the suitability of the talent itself, and there are no other restrictions. ”

Soon talked about the salary, Zhang Feng just introduced the basic salary of the internship period as he did at the special job fair, and then did not say more, and even the promises that the general company would say "with the growth of working years and performance, the salary will also increase" and other promises did not mention. And Ma Yinuo and the students here who know the inside story know that there is a world of difference between the real income here and the basic salary during the internship period, and there is an incredible "seven insurances and two housing funds". In addition to the "five insurances and one housing fund" stipulated by the state, there are also additional commercial insurance and coveted enterprise annuities, and the annuity amount of Mingyang Financial is the highest in the whole group.

For some reason, companies with high salaries don't advertise their pay packages when they post job postings, while companies with low salaries are more willing to boast about their income levels to exhilarating heights during the hiring process. Companies with low salaries often list a variety of salary items: attendance bonuses, bonuses, year-end bonuses, communication subsidies, transportation subsidies, etc., without a definite amount, which makes people have the illusion that "as long as you are willing to work hard, there is no upper limit to income", but the real situation is likely to be "no lower limit on income". It's really hard to even make up for those companies that can't make up the obviously, and even write dinners and coffee breaks and snacks into the work benefits, but except for dinners and snacks, there is nothing that can be counted as benefits.

Zhang Feng introduced: "Today's interview is a systematic interview for the whole day: in the morning, there is a written test, in addition to the knowledge test, there is also a talent quality test; In the afternoon, there was a stress interview attended by everyone, which was attended and observed by our two HR staff and five senior managers and senior experts. He laid a foreshadowing, "This afternoon's interview will be the most helpful interview you have ever encountered. ”

The written test in the morning seems to be very ordinary.

Most of the questions in the knowledge test are general knowledge of finance and management, and although Ma Yinuo is not a student of this major, he is particularly handy in answering them. Since she was admitted to graduate school, she has been soaking in the library for many days and nights, jokingly saying that she must read enough books, she has read the required reading list of the finance major of Garson University, and the knowledge reserve of management is no less than that of a management undergraduate graduate, and she must be an excellent graduate. At this time, she had a three-point understanding of the words "Heaven rewards hard work".

According to the requirements, all the content of the written test should be completed independently, but there were no invigilators in the conference room, and some students began to persuade others to tell them the answers in order to answer a few more questions correctly. For these students, the willingness to be self-disciplined cannot be counterpaid by the desire for luxury. Several students who tried to plagiarize did not realize that the act of asking others for answers was actually asking others for a limited number of futures, and if others gave him answers, they might lose their own future; I didn't realize that the sign-in sheet they signed by themselves clearly stated: "I know and agree that during the interview process, I am in a state of being recorded and videotaped." ”

At the same time, Zhang Feng and Ma Lin in the monitoring room were recording everything that happened in the conference room against the sign-in sheet, test paper serial number and photo names on their resumes.

Ma Yinuo turned to the psychological test part, because he has read a lot of psychology books, and it is easy to see how to answer some questions to determine what kind of personality he is, such as whether he tends to procrastinate or be unorganized. If you answer deliberately, it seems that you can "answer" a character that "meets the requirements of the job".

Maino thought about it for a moment and decided to answer truthfully. On the one hand, it is the nature of honesty that makes her so, and on the other hand, she thinks that she will only be able to stay here and work if she is really suitable for the job.

She made the right choice, but not every candidate made such an informed choice. When Ma Yinuo continued to do the questions, she found that the talent quality test was not simple, and she saw that there were several commonly used but very hidden "lie detector questions" in psychological questionnaires.

In order to prevent the subjects from deliberately choosing behaviors and personalities that are praised by society or the workplace in the talent test, and avoid choosing behaviors and personalities that are not praised by society or the workplace, and then disguising themselves as talents praised by society or the workplace, some mistakes that everyone will make in the psychological questionnaire are specially set up, that is, the options that are not approved by the society, depending on whether the subjects choose or not. Such a question is called a "lie detector question". If the subject is honest, then he will choose that he has done such a thing or made a mistake; If it is dishonest, the subject will follow his own fraudulent thinking to answer the lie test question, resulting in a situation where the lie test score exceeds the warning value.

In a talent test, a candidate is considered to have a problem with integrity if he or she scores more than the warning value on a "lie test". In the senior talent test, the employer may also conduct in-depth interviews with the people who score early warnings to verify the accuracy of the test results and the integrity of the talent. However, in the junior talent test, that is, in the recruitment of fresh graduates, the polygraph questions are often used as a "one-vote veto" criterion, directly eliminating candidates with high scores.

Mingyang Finance's strategy is to combine the results of the paper with the group interview in the afternoon, and attach assessment items to those who score too high on the "lie test questions", which is a more responsible and cost-conscious approach. Of course, the additional assessment in the afternoon will be designed without traces.

After a morning of seemingly unwavering, but in fact the undercurrent of the written test, there have been a few people, with whispering behavior, pushed themselves into a hopeless situation, the afternoon interview, they will just be the name of the team to make up the number, and it is impossible to enter the next round of assessment, in the future, it is impossible to enter the recruitment system of Mingyang Finance. There are also a few people who use their own forged psychological test options to put themselves on the verge of hopelessness, and what awaits them is most likely to be blacklisted.