Sources and scope
This page collects workplace experiences, questions and discussions submitted by users. Dates shown are submission dates, not periods of employment. Individual reports do not describe the entire company.
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The interview was rushed.
It felt like the company didn’t have much structure. Looking at the company internally, it seemed like everyone was quite young, and the turnover rate appeared to be fairly high, with the same positions remaining open indefinitely. Overall, it didn’t seem very good.
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I applied for a marketing planner position, but the interviewer was from sales rather than HR or marketing planning. The interviewer did not ask any questions about my résumé and also said that they were not very familiar with the actual duties of the position, knowing only the general outline.
This made the interviewee feel that the interview was handled very hastily, as if the company had simply sent someone to deal with the interview.
For internal staff, punctual working hours. That's all.
The following is a true account based on personal experience, with absolutely no exaggeration or falsehood:
1. The company seriously enables bullying of contract employees (details below)
During the interview, they said there would be a six-month probation period (HR indicated that I would be made a permanent employee). After six months, they said nothing and did nothing. I repeatedly asked my supervisor, but only got “I’ll ask about it.” After another six months, they finally replied (by then I had worked there for a year): “You’re still a contract employee. Unless there is an announcement that you’ve been made permanent, you’re still a contract employee whose contract will be renewed.”
(Two year-end bonuses were issued during this period. The first time, they said: “You’re not a permanent employee yet.” The second time, they said: “Your contract was renewed, so you’re still not a permanent employee.”)
2. They don’t review performance; bonuses are given according to the boss’s mood
The system is chaotic, and the performance management form is merely decorative. Contract employees are still expected to do a pile of work, yet receive no year-end bonus, no health checkup, and no bonus—let alone an interview to negotiate a raise. While all permanent employees are happily discussing raises and receiving year-end bonuses during the New Year period, contract employees still have to take on work from other departments. Personnel transfers are made without asking whether you agree, and even an S rating on the performance form does not result in a larger bonus (contract employees even have to write a goal management form for negotiating their year-end bonus; the fact that this is required is itself a huge “what the heck?” moment.jpg).
Conclusion:
I very much do not recommend signing a contract as an employee of this company, because doing so will give you a profound appreciation of how difficult it is to make money. You will finally understand how moving those words by Lai Kung-teh were; every night, they will make you shed bitter tears, leaving you desperate to renew your contract for several more years.
The company’s HR sent me an interview invitation and emphasized over the phone that they were interested in my Japanese-language expertise.
I went to the interview because Poku 24 is a well-known Japanese company.
However, when I went to the interview, the supervisor casually flipped through my résumé and said that this position did not really require Japanese; all I needed to do was negotiate with the landlords.