Workplace reviews and discussion: 尼采實業股份有限公司

Interviewed for an overseas sales position, which also involves domestic sales.

Process:

1. HR first called to confirm:

- Whether I was currently employed

- Year of birth

- Chinese zodiac sign

2. After passing the above preference screening, I could schedule an interview.

3. At the interview, I first filled out a résumé form for internal company use.

4. The overseas sales position required an English test, with a time limit of 25 minutes.

Q1. Write down 5 solutions listed on the www.hnr.com.tw website.

Q2. Following Q1, select 3 solutions and write down 3 features/values of each.

Q3. List and compare FOB, Ex Works, and CIF.

Q4. What materials would you prepare to review sales performance? (within 100 words)

Q5. What is the difference between the Internet of Things and the things of the Internet? (within 50 words)

5. Next, I was interviewed by two male interviewers (one was the second-generation successor, and one was an employee).

Content: Self-introduction in Chinese and English; my personality, strengths, and weaknesses; and how I could use those strengths and weaknesses to become a good salesperson. Assuming I were a company salesperson, I was asked to start selling the company’s products to the two interviewers. If I were the company’s top salesperson, what resources would I want? (The second-generation successor’s tone was sharper and he wanted to hear the key points directly, so I should not talk for too long.) At some point during the interview, the questions suddenly switched to English, so I needed to respond fluently.

6. Finally, HR gave a summary: I could ask any questions I wanted, and HR confirmed the salary I was seeking.

- There was no motorcycle parking at the workplace, so I had to find a spot myself.

- Overseas sales staff had conference calls in the evening. HR said that if an evening conference call lasted too long or ended too late, I could discuss starting work later with my supervisor.

- The building was old.

- There were approximately 30–40 people in total, including manufacturing and R&D, and it felt like each person had to handle multiple roles.

- HR emphasized that because the cooking cycle in this industry is relatively long—approximately 1–3 years—it is more difficult to receive bonuses, but the year-end bonus was approximately 1.5 months’ salary.