Rebirth 2004: I can make money by writing.

Chapter 345: US$100 million in securities lending, ready to close the net

In November, winter is deepening in Qinghua Garden.

On campus, the quaint buildings are covered with a thin layer of frost, gleaming softly in the winter sun.

The ginkgo trees with bare branches are lined up in rows, telling the vicissitudes of time.

By the clear Weiming Lake, willow trees hang down their bare branches, quietly waiting for their spring growth.

In the distance, the red walls and black tiles of Huaqing Garden appear even more ancient and charming in winter.

On campus, students wrapped themselves tightly in their down jackets and hurried between the teaching buildings.

"Hao Qiang's Future Technology Group is here at our school for recruitment. They're holding a presentation in the large lecture hall today. Would you like to go and take a look?"

"Well, let's go check it out. This year, the employment situation at various universities is severe. Even our school has been affected."

"There's no problem finding a job at our school, but the opportunities offered by good companies are much fewer than last year."

"Future Technology Group offers very good benefits, and undergraduate students receive a one-time placement subsidy of 20,000 yuan."

"I see that many students don't want to go to the south, and would rather stay in the capital."

On the way, many graduates were discussing today's school recruitment meeting.

Every few days, companies come to the school to hold publicity meetings.

The school held two job fairs last semester. Due to the greater impact of the financial crisis this year, the fairs were scheduled to the end of November, a month later than in previous years.

Graduates from Qingbei University have no worries about finding employment, but it is not easy to find top companies or good companies.

This is the second time that Future Technology Group has recruited at Tsinghua University. Last year, it only recruited a few people.

This year, the group's campus recruitment plan has been expanded to 1000 people. The demand is very large, so the Human Resources Department has sent a recruitment team to the capital to conduct publicity.

Tsinghua University plans to recruit 50 people.

Imperial University, 15 people;

Beihang University, 20 people;

Zhongke Academy, 30 people;

Beijing Institute of Technology, 20 people;

Harbin Institute of Technology, 50 people;

Shanghai Jiaotong University, 50 people;

Guangdong University of Science and Technology, 200 people;

South China University of Technology, 150 people

……

The recruitment ratio for doctoral students, master's students and undergraduate students is 1:3:6.

Today, Future Technology Group is very popular among graduates from prestigious universities.

Future Technology Group is a technology-based company, so it recruits the most engineering students, mainly from Sun Yat-sen University and South China University of Technology.

Now that companies have become more famous, campus recruitment is increasingly inclined towards C9 universities.

Of course, it also depends on the performance of graduates within the company.

If Qinghua University graduates perform poorly in a company, the company will definitely cut the proportion of campus recruitment.

Of course, this also has a lot to do with the recruiter.

Future Technology Group places more emphasis on professional knowledge and hands-on ability rather than just academic performance.

Once, the Human Resources Department created a set of comprehensive ability tests. After reading the content, Hao Qiang directly rejected and criticized it:

"Every profession has its own expertise. We shouldn't have these messy comprehensive written exams. We don't need to learn from those big companies or units. We shouldn't follow their methods.

We are a scientific research enterprise and what we need is a large number of top scientific research talents.

As long as you have a solid professional foundation, good resilience, and the ability to endure hardships, it doesn't matter if your language expression skills and comprehensive abilities are a little poor.

You need to spend more time and effort to understand the applicants and be responsible for every employee you recruit.

Of course, if you really need comprehensive talent, you can use this approach, and I have no objection."

After several years of management experience, Hao Qiang has gained a deep understanding of corporate recruitment.

He noticed that some human resources specialists, in order to meet recruitment targets, did not seek to make any achievements but only to avoid mistakes, and were content as long as they could stay in the company.

This is completely contrary to his philosophy.

Jobs once admitted that he spent a quarter of his time recruiting talent.

Boss Lei of Rice places a high priority on recruitment. In the early days of the company, he poured almost all his energy into it, often with interviews lasting nearly ten hours. Google is even more rigorous, with founder Larry Page personally interviewing every candidate, regardless of their position.

Inspired by this, Hao Qiang personally took charge of the final interviews with doctoral graduates and middle and senior managers of Future Technology Group.

For technical positions, he requires the technical directors or managers of each subsidiary to conduct interviews in person and not to make decisions based solely on the interviewer's subjective impression.

Hao Qiang and Liu Qiangdong talked about recruitment.

Liu Qiangdong joked that he divided his employees into several categories. Those with average abilities and low value matching were called scrap metal.

Those with average abilities but high values are called iron;

Those with a high degree of matching between ability and values are called steel;

The very highest is called gold, but the one with strong ability but poor value matching is called rust. Such people must be eliminated immediately after being discovered.

Now, Hao Qiang has relatively high requirements for the company's interviewers, and all of them have to go through assessment.

In his opinion, he has certain business and management capabilities, but he is not necessarily a "Bo Le".

A truly suitable top talent can create several times or even dozens of times more value for the company than an ordinary employee.

On the contrary, if the recruitment fails, not only will the value created not match the salary be created, but it may also have a negative impact on other diligent employees and cause losses to the company.

If you don’t work hard to recruit people today, you will have to work hard to lay off people tomorrow.

Hao Qiang doesn't want to do such a stupid thing.

Time passed slowly and another month went by.

In 2009, New Year's Day arrived as scheduled.

"Brother Qiang, look, it's snowing today, so heavily!" Qiu Yuqing was extremely excited looking at the snowflakes floating in the sky.

"Yes, it's very beautiful!" said Han Qingying, who was sitting opposite her.

After the two women finished speaking, they pushed open the wooden door of the courtyard and walked out to admire it.

In the sky, goose feather-like snowflakes fluttered, like countless tiny elves dancing in the air.

Sitting on the sofa in the living room, Hao Qiang looked at the sky, then looked at the two women feeling the snow in the yard, and a happy smile appeared on his face.

Both girls had never seen snow, and since it was New Year's Day, Hao Qiang simply took them to the capital to play for a few days.

They checked into the courtyard house of East Fourth Courtyard. It was around eight or nine in the morning and it was snowing.

"2009 years!"

Hao Qiang sipped his tea, feeling a little emotional, and opened his writing system.

【Writing System】（2009.1.1）

Level 8: 3865/5000 million

System Level 8: Every 1 words written = 20000 yuan reward

……

[Wealth: 570 billion yuan (including unwithdrawn cash and undisclosed stocks calculated based on purchase value)]

Memory: 25

Thinking Power: 26

[Appearance: 20]