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Interview: Business Specialist
1. Troublesome procedure: The interview is divided into two rounds—first with an unprofessional HR representative, then with the sales manager (Why not meet together?)
2. The sales manager evades questions: They could not even answer immediately how much the monthly salary would be, instead saying that HR would calculate it and respond later (Unprofessional?)
3. You must provide your own car; the company has no company vehicle. The sales manager also did not clearly explain the performance bonus.
4. The monthly salary is not NT$40,000; at most, it is NT$35,000—not what the employment website stated: “Regular salary of NT$40,000 or more.”
5. Beco only moved to Linkou in the past three years and entered the market later, so it either competes by lowering prices or by offering flexible multi-item testing.
There are many varied tasks, which can help develop multitasking skills. You may encounter all kinds of absurd situations, but you do end up learning a lot.
1. The female manager in the administration department has very volatile emotions; if you disagree with her, she will block you, refuse to answer your calls, and refuse to communicate.
2. The salary is often calculated incorrectly.
3. The salary is really often calculated incorrectly.
4. Tampering with salaries is standard practice.
4. The promise made during the interview of three holiday bonuses plus a year-end bonus is a lie.
5. Be careful—the ceiling may collapse.
The turnover rate is extremely high.
They recruit year-round, 365 days a year. The company’s management is unbelievably bad.
The interviewer was very friendly and explained the company, the job responsibilities, and gave me a clearer understanding of what this industry is about. Rather than just being an interview, it was also a learning experience for me.
None at the moment
During the interview, they explained the job details and future career development very thoroughly. The interviewer was highly professional and answered many of my questions, such as those about the job responsibilities and the company's business operations. I was originally worried that I wasn't familiar with this industry, but knowing that there would be comprehensive training after joining the company put me much more at ease. I also think the bonus system, which rewards employees differently for the same work, is quite reasonable. Otherwise, at my previous job, I did more than my teammates but received the same pay—what a blow!
The air conditioning is turned up way too high, as if electricity were free. It's freezing.
I joined this company as a test engineer earlier this year. After the pandemic, I quickly decided to work here. The salary offered during the interview was at the high end compared with the other companies I interviewed with, so I accepted the offer. It has been almost a year now. The engineers here are all quite easy to get along with, and the work is fairly relaxed. There are no shifts, and overtime is paid in accordance with the Labor Standards Act. During the interview, they said I could learn the work of engineers in areas other than EMC. During my first year here, I have also had the opportunity to work on RF and safety compliance projects, so I am not limited to learning just one type of work. This will be a great help when I want to change jobs in the future. I joined at the end of last year, so I did not receive much of an annual bonus. The New Year is approaching, and I have some expectations for this year's bonus, since I have worked hard for a year. If I really do not receive much, I will come back here and share it with everyone. However, I heard that the senior employees received fairly good bonuses last year, so those who stay will continue to be paid well. Otherwise, why would they stay? They are not fools. So I think you should not just listen to what others say. Work hard yourself, and then you will know whether there is anything to receive. We will just have to wait and see this year.......
The lunchbox restaurants around here are awful. There are not many options for delivery or pickup, and eating them for a year gets really boring.
1. Every office is monitored by 360-degree panoramic cameras, so it is very safe.
2. Protective software is installed on every computer. Documents and data cannot be opened once they leave the company’s network, so it is very safe.
3. The network connection is unstable, so employees will not occupy the company’s bandwidth browsing the internet.
4. The employee turnover rate is extremely high, so you can constantly meet new colleagues. Even if there are unpleasant former colleagues, there is no need to worry—they will leave soon.
5. The Linkou and Xizhi offices need to support each other at any time, allowing you to experience the atmosphere of different places.
6. Lunch break is from 1:00 to 2:00, avoiding the lunchtime peak.
7. Annual leave must be requested seven days in advance, which helps develop time-planning and psychic abilities.
No improvement is needed; please continue strengthening controls in accordance with the original management style.
None.
1. The management system is extremely poor and constantly changes. Something you were told you could do one day may get you reprimanded the next day for doing it. None of the handover information from former employees is useful because supervisors change procedures according to their moods.
2. Communication between departments is extremely poor, and supervisors pass the buck to one another. When assigned a task, Supervisor A tells me to ask Supervisor B, while Supervisor B tells me to ask Supervisor A—or I get sent around in circles. Employees caught in the middle have no way to get anything done. In the end, it is still the employees who get reprimanded.
3. Employees are managed as if they were criminals. They say phones cannot be used during work hours, but case information and business communications are handled by phone. They only tell employees to use the desktop version of LINE, even though the job requires mobility and immediate responses to calls. The office landline is broken and they will not fix it, so people often cannot be reached.
4. Staff turnover is extremely high. Employees are even required to support understaffed positions in other departments.
A single position already involves many tasks; taking on two roles across departments is exhausting. In the end, neither side can be handled well, but the supervisors do not care about that—they simply think you are incompetent.
In short, it is a complete mess. Run away.
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1. The supervisor of the administration department has extremely poor emotional management. She often loses her temper and harshly berates people without understanding the situation or asking questions.
Her moods are unpredictable, and you never know when she will have another outburst.
2. There are no employee benefits and no year-end bonus.
3. The work environment is like a ruin; the office interior is nowhere near finished.
4. There are all kinds of restrictions and surveillance cameras everywhere, as if employees are being guarded like thieves.
5. Pirated software is used.
6. The company is involved in legal disputes with clients.
7. The company is involved in legal disputes with vendors.
8. The company is involved in legal disputes with former employees.
9. The employee turnover rate is extremely high.
Free coffee grinder
Birthday bonus
Free motorcycle parking spaces
1. Every workplace is fully equipped with surveillance cameras. Employees must hand over their phones for safekeeping during work hours, and computers have monitoring software installed.
If you speak even slightly loudly, you will be classified as chatting at work. The workplace atmosphere is tense and oppressive.
It is recommended that company supervisors communicate reasonably with employees and create a pleasant workplace atmosphere in order to further improve work efficiency.
2. Job responsibilities are poorly defined. Employees are often asked to perform work outside their own duties under the names of support, assistance, or help.
Supervisors say that they are training you, but if you do not perform work outside your own duties well, you may still be held responsible.
It is recommended that company supervisors clearly coordinate with employees to avoid employees feeling that the company is taking the opportunity to make trouble for them.
3. Supervisors’ evasion of responsibility is extremely serious. Basically, frontline employees bear the responsibility.
(EX: Even when they know that a new employee is unsuitable for the job, they do not handle it. When the new employee later makes a relatively serious mistake, they shift the responsibility onto a junior supervisor or the new employee. After something happens, supervisors often shift the blame onto you by selectively “forgetting” or distorting the original instructions.)
It is recommended that company supervisors clearly define the allocation of responsibility, issue instructions clearly, and confirm that employees understand them, so as to avoid employees mistakenly feeling that responsibility is being shifted onto them.
4. The leave policy is inhumane: Annual leave must be requested seven days in advance; sick leave requires proof of medical treatment (for a minor cold without a doctor’s visit, you must take personal leave instead). When staffing is insufficient, they may even tell you that you cannot take leave.
It is recommended that company supervisors clearly communicate the leave policies with employees and formulate reasonable leave regulations. After all, everyone encounters situations requiring urgent attention.
5. There are basically no benefits: no year-end bonus (only a few designated supervisors receive one), no year-end banquet, no company dinners, no health checkups, no trips,
no annual salary increases, no marriage, funeral, or celebratory subsidies, and no employee childbirth subsidies.
It is recommended that company supervisors establish more benefits to help employees feel more closely connected with the company. After all, workers contribute their labor to the company and also expect the company to appreciate their hard work.
6. Employees cannot readily ask questions about their own rights and benefits.
(EX. When asking about allowances for sudden overtime or night-shift rotations, employees are considered not devoted to the company and too concerned about money.
When supporting Linkou from Xizhi, or Xizhi from Linkou, transportation subsidies are unclear and feel unreasonable.
The promised salary increase after passing the probationary period is also repeatedly delayed with various excuses until you give up (based on a coworker’s firsthand experience).
When asking about issues such as year-end bonuses and salary increases, supervisors also make empty promises or talk about “sharing the hardships together.”
It is recommended that company supervisors discuss matters with employees and establish solutions acceptable to both sides, communicate and consult with employees more often, and create channels for inquiries regarding employee rights and benefits.
7. The company has been hiring continuously for years. The reasons are obvious from the points above: the turnover rate is too high. However, supervisors will tell you how remarkable it is that you are still able to work here.
There is only one way to stay for a long time: be able to endure hard work and scolding (including humiliation). Almost every month, someone joins and someone leaves.
In addition, the company checks whether the 104 résumés of current employees are publicly visible. If yours is, you will be called in and required to close it.
As far as I know, the company has at least two employer accounts monitoring them, so blocking the company on 104 is useless (someone was still required to close their résumé after blocking the company).
It is recommended that company supervisors discuss the reasons with employees. After all, everyone hopes that work will get better and wants to find a better job with improved compensation; this is surely the wish and goal of every worker.
8. The company’s reputation and operations face a major crisis. Revenue does not cover expenses, the company has suffered losses for years, and payments owed for contractors’ projects are outstanding, causing some contractors to refuse to carry out decoration and facility work.
The company is entangled in lawsuits, and there are many other matters known only to senior management. My position is not high enough; I only know these things.
It is recommended that company supervisors regularly announce the company’s revenue situation and objectives in meetings, build employees’ confidence in the company, and alleviate their anxiety.
9. There are also many other problems, many involving senior and mid-level supervisors, so there is nowhere for you to appeal. The company also often minimizes major issues and makes minor issues disappear.
(EX. Workplace bullying, threats by supervisors, workplace sexual harassment, harassment of new female employees, and many other matters that skirt the boundaries of the Labor Standards Act.)
The departure date is also different from what was originally agreed upon—either earlier or later. I suspect this is to evade or is restricted by the mass-layoff labor protection laws administered by the Bureau of Labor Insurance.
It is recommended that company supervisors communicate well with employees and be open and transparent, to prevent employees from spreading rumors. They should also establish a public grievance channel, handle matters impartially, and create a good working environment.
There is actually much more that cannot be covered here. Those interested can look into it; I believe it will help with one’s attitude toward future work.
I believe no company or enterprise is perfect. More or less, all have unreasonable practices, problematic supervisors, internal conflicts, and other issues.
However, having problems is not itself an issue. What matters is being able to continuously improve and update, creating an environment where employees can work without worries and focus wholeheartedly on their careers, while the company can grow in both scale and profitability—a win-win environment.