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Application for Regular Full-Time Employee

The difference between the intention and the application​

  1. The intention to become a regular employee will not start the third item mentioned in the Workflow about Submitting An Application to be A Regular Employee. Only when an application is received will the company's assessment mechanism be officially launched.
  2. After the intern applies to his/her leader to become a regular employee, the leader needs to gradually allocate tasks that are closer to the work intensity of a regular member to the applicant, helping the applicant to judge whether he is eligible to become a regular member.
  3. The proposal of the intention to become a regular employee can help make more good impressions on the formal assessment process, but it will not affect the standard and fairness of the evaluation work results.

When leader receives the intention from the applicant​

  1. It is necessary to determine whether the applicant meets the graduation years conditions mentioned in Workflow about Submitting An Application to be A Regular Employee.
  2. It is necessary to determine whether the time for proposing the intention is within the first three months of the internship. If it has reached the fourth month, the intern should submit an application rather than intention.
  3. After confirming that the applicant satisfies the conditions for submitting the intention to become a regular employee, the leader needs to update a time about the applicant’s intention to the intern group details table within 5 workdays (ie. 7 natural days), and have a conversation with the applicant. The content of the conversation includes but is not limited to the understanding about the position, career planning, grasp of industry trends, and cognition of entrepreneurship, etc. The conversation process needs to be conducted online, and the screen recording needs to be uploaded to the applicant's separate archive folder. (If you can't find it on the Lark drive, please contact your leader)
  4. According to the wishes of the applicant, change the tasks of the applicant, and gradually increase the intensity and difficulty of the work so that it can reach the working status of a regular employee as much as possible.

When the leader receives the application from the applicant​

  1. It is necessary to determine whether the application time is within the first week of the fourth month of the internship. Principally, applications submitted in advance or postponed will no longer be accepted. If the circumstance is very special, the leader needs to contact your leader for specific processing.

  2. If you receive the application for being a regular full-time employee from an intern, firstly, you must check the basic requirements as follwed:

    • Whether the person who applied has worked in Hyletic continuously for at least 3 months

      If any of the above conditions are not met, you need to inform the requirements of being a regular full-time employee and advise the applicant to resubmit the application when the requirements are met.

  3. Confirm whether you have received the intention in advance. If yes, go directly to the next part; if not, you need to have a conversation with the applicant before the end of the first week (that is, before the start of the second week). The content of the conversation includes but is not limited to the understanding of the position, career planning, grasp of industry trends, and cognition of entrepreneurship, etc. The conversation process needs to be conducted online, and the screen recording needs to be uploaded to the applicant's separate archive folder. (If you can't find it on the Lark drive, please contact your leader)

  4. After the leader accepts the application, it needs to submit the following materials to the POG department within the second and third weeks of the fourth month of the applicant's internship:

    • The original application
    • Entry batches, corresponding positions, and working time zones of employees who are willing to become regular employees
    • Questions to be used for the assessment (leader should offer this)
    • A work performance evaluation, in the form of a .docx document, filed in the applicant's separate archive folder. Work performance includes but not limited to:
      • Team negotiation and cooperation ability
      • Basic professional skills
      • Work attitude
      • Work standard
      • Task completion and work performance
      • Serious negligence at work
      • Excellent deeds in work

  5. After receiving the application, the POG department needs to: 1) arrange a time for examination and interviews for the applicant 2) Calculate the score on GitLab according to the requirements in the job recruitment plan 3) Count the scores of other members of the same team according to the job recruitment plan

  6. After the result of the examination is given to the leader, the leader shall give a result opinion and give it to the POG department.

  7. The results of the interview will be given to the POG department in the form of an interview evaluation.

  8. After all the documents are summarized, the POG department will discuss the result of the application.

  9. The final result will be notified to the corresponding applicant by e-mail at the end of the internship/transition period of the intern/transitional trial staff. (Pay attention to the handling of Lark OA approval messages)