Who said I was a military factory?I sue you for slander!

Chapter 359 The Interview Meeting Begins

Ye Fei sat in his office, facing the questions listed on the whiteboard, he began to think seriously about the many technical and scientific issues involved in human beings going to Mars.

"Resource requirements, this is a difficult task." Ye Fei said to himself.

Fuels, propulsion systems, energy sources and materials are all headaches for him.

He knew that these factors were the key to the success of the exploration mission.

Ye Fei thought about it for a while, and began to think about how to increase energy and use efficiency.

Ye Fei continued to look at the next question: "Navigation and aerospace technology."

This is an extremely important task.

He understands that Mars is getting farther and farther away from the earth, and a reliable navigation system is needed, and natural environmental problems such as storms on Mars may affect the probe, so it is necessary to design a probe that can withstand these problems.

Ye Fei shook his head and sighed: "This task still needs more attempts and research."

"The current industrial brain cannot achieve such a long-distance connection."

He continued to study other questions listed on the whiteboard. As he continued to review the questions he raised, he began to think that long-duration space flight technology and landing technology might be the two biggest challenges for their exploration direction, because the probe must be in space. Spending months in space means having to be able to design reliable space life support systems.

In addition, if the probe needs to hover or descend to the surface of Mars, it is necessary to find the corresponding landing technology and resist the extreme environment of the Martian surface.

These technical challenges may prevent humans from obtaining more useful information on Mars.

"This task is really difficult," Ye Fei sighed. "But we must be optimistic and confident!"

This is why Ye Fei is so anxious to find talents from Xia Ke Academy.

On the day of the recruitment fair of Xia Ke Academy, the Minister of Personnel Department and his staff arrived at the venue early.

They set up a booth at the entrance of the venue, ready to welcome those applicants who are willing to join Xia Ke Academy.

The interviewers started their interview work early in the morning.

The first interviewer, a young man, appeared in front of them.

Before the young man came to the interview office with enthusiasm and confidence, the interviewer, the Minister of Personnel Department, warmly received the young man in his early thirties, and began to ask for some basic information.

The head of the personnel department was a little confused because he found that the young man was speaking too fast and in a hurry when answering basic questions, which left an impression of not being rigorous.

Although he received his doctorate at a young age in his resume, he also published 5 papers in the famous journal of cosmology.

But she felt that this person was not good enough.

As time went by, more applicants arrived at the booth one after another.

Faced with the huge pressure of the number of people, the interviewers began to conduct interviews continuously.

The head of the personnel department quickly checks the resumes of each applicant and asks them relevant questions such as their professional background and work experience.

At the same time, different interviewers ask questions in different ways, sometimes with a more in-depth nature of inquiry, and sometimes with a focus on the creativity of divergent thinking.Some applicants gave incisive answers, while others performed poorly in the interview and answered irrelevant questions.

In a morning interview, the head of the personnel department and his staff interviewed more than 50 people, but they deleted at least half of the applicants on the spot.

After these interviews, the entry criteria of the head of the personnel department become more obvious, and he will pay more attention to the applicant's actual work experience and subjective initiative performance.

Even if a candidate excels in expertise, they won't consider that person if they lack the practical ability to do it.

After the interview, the head of HR and his staff stood by the booth and began to discuss with each other the performance of each candidate for screening.

The conclusions of the interviews are not consistent. There are interviewers who are not good at testing, and there are interviewers who have explored the familiar fields meticulously.

They discussed almost every interviewee in detail.

But no matter what, they must ensure that only the best candidates can join Xia Ke Academy.

"It seems that we must strengthen the assessment to avoid future mistakes," said the Minister of Personnel.They know very well that the interview is just the beginning, and more long-term challenges and tests are yet to come.

In the afternoon, they will let those left from the first round of interviews understand the job responsibilities and culture of Condor. They must find the most suitable candidates and make correct decisions.

In the afternoon, 20 interviewees came to the conference room of Shenying Company.

After they sat down, Ye Fei also appeared at the door of the meeting room, and everyone stood up and applauded to welcome Ye Fei.

Ye Fei nodded and smiled at everyone, expressing his gratitude for their support and trust.

"Applicants, thank you for coming to Shenying Company for an interview. We believe that everyone has potential and talent. Today we will also introduce the culture and background of Shenying Company." Ye Fei said.

Ye Fei asked Mr. Liu to come up and introduce the culture and company background of Shenying Company to everyone.

Xiao Liu is always the Minister of Foreign Affairs of the Condor Company, and he has always been responsible for this kind of publicity work.

Wearing glasses and formal attire, he walked gracefully onto the podium.

Mr. Liu began to review the history of the establishment of Shenying Company, introduced the company's research and development direction, technical characteristics and laboratory characteristics, and emphasized the company's determination in the policy of accompanying talents: "We are committed to providing an equal and fair occupation The platform focuses on talents, gathers strength, and connects the growth and development of companies and individuals."

He continued: "We emphasize work ethics and technological innovation, and provide opportunities for employees to develop and grow. At Condor, we encourage employees to explore and pursue different ideas, and provide training and support to help them successfully complete their jobs."

After Mr. Liu's words fell, there was warm applause at the scene.The interviewees saw Shenying's attention to the growth and development of employees, and they trusted and optimistic about the company.Everyone is very much looking forward to being a part of the company this time.

"Thank you Mr. Liu for your introduction. Next, we will show you the research and development directions of the company's various laboratories in turn, including base station engineering, satellite technology, energy systems, and intelligent system control," Ye Fei added.

The experimental area appeared on the PPT behind it, showing several projects currently being tested.

After Ye Fei's introduction, he asked all the job applicants a question.

"If we say that we are going to Mars now, with the current technology of Shenying, how long will it take to develop?"

"You don't need to tell me what we lack, you just need to tell me how long."

After speaking, all the interviewees present lowered their heads and began to calculate the formula.

(End of this chapter)