I applied for the Recruitment Consultant position at En World. The interviewer confirmed that this is a sales-oriented role.

The interview was conducted by video, with a young HR representative and someone who appeared to be an HR manager. It began with a self-introduction, followed by questions and answers, and lasted about one hour in total. However, since I asked quite a few questions myself, candidates who ask fewer questions should be able to finish more quickly. The questions were roughly as follows:

1. What do you know about En World Taiwan?

2. What are your strengths and weaknesses?

3. What advantages do you think your experience would give you in this job?

4. What animal do you think you are like?

5. What is your understanding of this position?

6. Why do you want to do this job?

7. What is your current salary, and what are your salary expectations?

8. The company has both Japanese and American business divisions. Which side would you prefer to work with?

Basically, HR introduced the company and its benefits only after the entire interview process was over. The company is reportedly divided into the Japanese company PERSOL and the American company Kelly, with two different corporate cultures, although I am not sure how this distinction is implemented. This position is sales-oriented, and you must meet certain performance targets to pass the probationary period. However, after passing probation, you receive seven days of annual leave.

I remember that there were quite a few questions throughout the interview, but I have only listed the ones I still remember. Although there were many questions, both interviewers were very friendly and did not try to make things difficult, although they did not engage much in follow-up discussion. Usually, after a short-answer question was answered, they moved directly to the next one. Given that the interview lasted nearly an hour under these circumstances, you can imagine how many questions there were.

The manager and the other interviewer maintained smiles throughout the interview and seemed very friendly. Based on my questions and the interviewers’ answers, I整理ed the following points:

1. The company assigns senior colleagues or managers to mentor new employees and encourages harmonious cooperation among colleagues, but competition is inevitable because of the sales-oriented nature of the work.

2. Performance targets are calculated as an individual’s salary multiplied by n. After reaching a certain target, you can pass the probationary period. Once you have passed probation, reaching another specified target makes you eligible for a bonus.

3. Employees tend to be young, and the HR interviewer appeared to have graduated not long ago.

4. People usually leave because they are not accustomed to the nature of the work or have other plans. In such cases, they typically leave within three months.

The impression is that the base salary is not high, with compensation relying mainly on performance bonuses, and the year-end bonus is only one month’s salary. I have never personally been responsible for an individual performance target, but En World’s targets did not seem low and would probably require a great deal of time and effort to achieve. However, this is purely my personal speculation, so applicants should make their own assessment.