Super Rich from Winning a Lottery

Chapter 405 268: Respect Is Mutual (Part 2)

Yi Haiyang nodded and said, "I have been thinking the same. After all, the products we make are all for our own consumption and sales, so there's no need to build the factory in coastal areas, especially in first-tier cities like Shenzhen, where land prices and labor costs are expensive and not cost-effective at all."

"Moreover, these products don't require skilled workers, so when hiring workers for these factories in the future, we should try to take care of the families of our corporate employees."

"Actually, I've always thought that regardless of which company or department within our organization is hiring, relatives of those already working at our company should be given priority."

"This approach can foster a greater sense of cohesion among employees towards the company, making them more committed to their work in the future."

Yi Anguo nodded after listening and said, "Your idea is excellent. In the future, when new employees fill out their application forms, if they have any relatives working in our company, they should indicate it, so we can prioritize their hiring."

Before Yi Anguo was reborn, when he worked at a listed company's factory, their application forms already had such rules: If you have relatives working in any company or factory within the same group, you're required to fill out that information.

If you fail to fill out and it's discovered later, both you and your relatives working in the group are subject to appropriate penalties.

If you were unaware, of course, there wouldn't be an issue, but if you knowingly fail to fill out the required information, then you'll certainly be penalized.

Of course, the company's requirement for new employees to fill out whether they have relatives working in the same company isn't just about prioritizing new hires; there are many other factors to consider.

In the recruitment process, the company asks candidates to fill out whether they have relatives working in the company, and to provide detailed information, mainly for the following reasons.

The first is to avoid conflict of interest. By understanding the relationships between applicants and company personnel, the company can prevent conflicts of interest or other unfair situations, which is especially common in large companies due to stricter ethical and compliance regulations.

The second is to ensure recruitment fairness and impartiality. Implementing a nepotism avoidance policy can demonstrate the company's fair and just recruitment process while protecting company interests.

The third is for background checks. For key or important management positions, the company usually conducts detailed background investigations.

In such cases, even if candidates indicate they have relatives working in the company, verification of information authenticity might incur certain costs.

The fourth is to understand the candidates' personal circumstances. By asking about the candidates' family setting and member situations, the company can have a preliminary understanding of their personality and growth.

The fifth is to prevent improper methods. Large companies or enterprises might use this method to prevent employees from using internal information or other improper methods to gain advantages.

It should be noted that while large, legal, and formal enterprises might strictly adhere to these regulations, some smaller companies might merely go through the motions.

Additionally, if applicants don't cooperate in filling out these details, the HR department might politely ask the candidate to leave due to non-cooperation.

In fact, the Anguo Group had similar measures before, but only during internal referrals recruitment the relationship between the applicant and the recommender was required to be filled out, to prevent recommenders from indiscriminately recommending new employees for personal gain and accepting introductory fees.

This situation is quite common because the Anguo Group is renowned for its excellent welfare and high salary packages.

For instance, regardless of whether an employee is ordinary or not, they enjoy notably low rental rates if they need to rent company housing.

Even so, regular employees at Anguo Group aren't necessarily assigned free accommodation, but they are given shared dormitories as housing for employees.

However, many employees are reluctant to live in shared dormitories due to numerous inconveniences.

For example, to ensure employee safety, entry and exit from dormitories after midnight at 12 are usually prohibited, which is inconvenient for young people dating.

At that point, if they want more comfortable and freer living conditions, they have no choice but to rent externally.

Yet in cities like Shenzhen, renting externally is still very costly.

Although Anguo Group offers decent salary packages compared to others, they're regarded as high pay.

Even so, ordinary employees' salaries aren't substantially high.

For example, other companies might offer monthly salaries around 2000, while at Anguo Group, a regular employee's salary of over 3000 is already considered good, but certainly not 4000 or 5000.

Thus, it's not very easy for ordinary employees to rent externally, but renting properties owned by Anguo Group, rental prices are significantly cheaper, which serves as a benefit for group employees.