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.
1. At Japanese companies, you are unlikely to be dismissed, making them suitable for people who prefer a comfortable, secure job.
2. It is not results-oriented, making it suitable for people who appear to work very hard during the process. For example, the KPI measures how many people you talk to and how many résumés you send in a week, rather than how many placements you make or how much money you earn for the company.
1. Organizational changes happen frequently, and it feels as if the consequences are not carefully evaluated... Within a short period, different consultants contact the same candidates and clients and ask the same questions. It is chaotic!
2. They constantly try to imitate other mid- to high-level headhunting brands, but never examine their own situation. This company is simply a low-level recruitment-matching service that calls itself a headhunter and consultant despite having no industry knowledge. They have seriously overestimated themselves.
3. Japanese people who come to Taiwan to work are basically here to have fun. Taiwan’s unrestricted culture is great! You only need to get the work done well enough.
4. This drawback is probably common to all Japanese corporate cultures: rigid thinking; unable to think without an SOP; afraid of trouble; preferring communication by email over one efficient phone call; promotions based on seniority; superiors can be extremely discourteous to subordinates; and extreme inefficiency.
5. Promotions are based on seniority, and PERSOL’s managers are generally not very capable.
6. Both PERSOL and KELLY Services, which was established last year, require large numbers of résumés to be submitted. This often results in unsuitable positions being introduced to candidates and a pile of very strange résumés being sent to clients.
7. It is not a company that can enhance your résumé. After all, apart from sourcing people from 104 and sending them out, you do not learn much about interview skills or closing business deals.
None
A year ago, I had a phone interview once each in Chinese and Japanese. Afterward, they sent me job descriptions for me to choose from and asked me to indicate whether I was interested, not interested, or still considering it. After two or three rounds, they went completely silent—I was utterly stunned. They kept my information but ultimately ignored me. This year, just before I left my job, someone else contacted me again. They updated my information, made one or two calls, and after I replied once by email about which companies I did and didn’t want to interview with, they disappeared again. Ma’am, do you really intend to help me find a job? You’re just causing trouble; applying on my own is more efficient. Seriously, don’t let them look for jobs for you. I’ve been stood up twice, and it makes me furious every time I think about it!
None
At least 80% of the job openings are crappy jobs.
For good positions, Japanese companies will recruit people themselves (given how increasingly stingy Japanese companies are).
This company's parent company is also constantly changing.
Even Weili Lile LEGO Park is much better than this company.
Don't waste your time on this one.
They introduce job openings from some Japanese companies that don't use websites such as 104.
I don't know whether this was because I was assigned a particular contact person or what....
1. The female recruiter conducted the interview quite casually and provided no advice whatsoever....
2. The female recruiter was extremely careless and un proactive; she actually gave me the wrong floor for the interview company, causing the company representative to apologize to me..
3. She randomly pushed jobs. I told her I was looking for jobs of type A, but she recommended types B, C, D, E, and F, and kept hoping I would go to interviews (even when I wasn't interested....)
4. After I declined one interview opportunity, I was completely abandoned.....
In the end, I still feel that you have to look for a job yourself....
After all, Japanese companies are currently in an economic downturn, so most Japanese companies still post on 104 and recruit on their own....
None
This is about the interview experience. They have now changed their name to PERSOL.
Maybe I was just unlucky. The consultant I encountered conducted the interview like a stress interview—I have no idea what they were trying to act so smug about. After dealing with so many Japanese recruitment agencies, this was the first time I had come across such a terrible consultant. Even the Lix___ Gaoyuan consultant, whom most online users consistently criticize, was better than this person.
Also, I felt that they handled everything strictly by the book, simply following the SOP smoothly from start to finish, without taking the time to understand the needs of the job seeker in front of them.
It's just an ordinary recruitment agency, nothing special.
Basically, I don't think there's any need to waste time going to the company for an interview; a phone interview would be enough—you have the skills to back it up. Once they recommend you to a company, you'll have an opportunity to interview, so there's really no need to go to Infront and interview with a consultant. It's basically a waste of everyone's time. Also, recruitment agencies will randomly recommend job openings. If they don't have any positions you want or that suit you, they basically just ignore you afterward.
The company atmosphere is acceptable. For a Japanese company, the salary is on the lower-to-middle end. The extent of any raise still depends on your performance.
Regardless of whether your title is consultant or sales, the actual job responsibilities are sales.
You can learn about recruitment in human resources, making it a good stepping stone if you want to advance in HR in the future.
You can also gain a general understanding of various industries.