Chapter 612

The recruitment presentation for miHoYo, initiated by Ye Ge, yielded excellent results. Following the event, a significant number of Yuhang University students submitted their resumes to the company, leaving the HR department scrambling to keep up. The miHoYo recruitment process is generally structured as follows: first, applications from fresh graduates are received by the HR department, which then filters them based on corporate requirements—factors such as majors, academic history, and certifications like CET-4 or CET-6. They also look at whether the candidate held any positions during their university years. While such roles are often trivial and have little impact on one's actual future career, they do highlight something important: initiative and enthusiasm. Holding a spot in the Student Union or running for a class office demonstrates a proactive nature. If, conversely, a student does nothing but play games in the dorm all day, the choice between the two candidates is obvious. If two individuals are otherwise similar, why not choose the more proactive one who will likely be more diligent in their future work? This constitutes the first round of screening. Next, based on the specific hiring needs of each department, HR selects a certain number of candidates for the first round of interviews—this is the second round of screening. It means that simply meeting the basic requirements is not enough to secure an interview; qualified resumes must be compared against one anot…