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1. Interview process:
There is a press release writing and headline-writing exercise, as well as a memory test. More than 100 small objects are spread out on a table, and after 3–5 minutes, you go to a nearby small table and write down what objects you remember. There is also a logic test.
2. Salary and benefits: They appear to be fairly decent: NT$40,000 for university graduates and NT$42,000 for master's degree holders. However!!!!! 【The year-end bonus and other benefits paid on the three major holidays】 are all deducted from your monthly salary and must be paid by the employee, so after deducting health insurance, your actual monthly take-home pay is only about NT$35,000 or less. (And the year-end bonus you receive is the money that was deducted from your salary each month, right?)
Employees also have to donate receipts every month. I forgot whether there is a required quantity. Any brave soul who wants to give it another try can check for themselves.
The salary and benefits at the non-profit organization Huashan are unexpectedly generous, comprehensive, and complete. The first interview was held at the Shilin headquarters, with about four candidates in each time slot. We were first given questions to answer and fill out. After we finished, HR came to explain the company benefits, giving us a form full of benefits and amounts. It felt very much like the benefits offered to civil servants—even subsidies for baby formula and diapers after having a child, as well as tuition subsidies for children attending school. The interview then followed, conducted one-on-one with the supervisor in charge of the Taipei City station, in the order in which candidates arrived. It lasted approximately 40 minutes to one hour, depending on the individual interview content. The main purpose of the interview was for the supervisor to make sure we clearly understood the job responsibilities. As long as you demonstrate enthusiasm and a willingness to work hard, there are basically no problems. The interview process was relaxed and pleasant.
The day after the first headquarters interview, I received a call from the supervisor of the Yilan area, who arranged a video interview. It was very brief, only about 10–20 minutes. The main purpose was also for the interviewer to find out whether I clearly understood the job responsibilities and whether I had any concerns about them. If I was willing to take the job, the interviewer would report back to senior management and arrange the final interview with the chairperson.
They also suggested that, during the few days I was waiting, I arrange a time with the Angel Station director in the area I would be responsible for and personally spend a day accompanying the director at work. This would allow me to understand the actual future job responsibilities and give me an opportunity to ask the director about their work experience.
I spent a day accompanying the director. In the morning, we first went to a bank to give a fundraising presentation, then visited four clients, and handled secondhand-store matters at the Angel Station, including volunteer coordination and some administrative work. Overall, I felt that the director’s responsibilities and workload were extremely heavy, requiring them to be multi-functional. The work covered a wide range of areas, including social work, management, public relations, events, marketing, fundraising, organization, and administration. The primary source of pressure was that every director was responsible for raising several million dollars, and all work was subject to KPI pressure.
About two days later, I received a call from headquarters to arrange the final interview with the chairperson, which is scheduled for tomorrow. I have not attended it yet. Based on the director’s advice, I was told to express myself confidently, say that I do not know when I do not understand something, and answer specifically rather than giving vague or roundabout responses.
The director operates like a one-person studio and must shoulder all responsibilities alone, requiring a wide range of abilities. The pressure of being responsible for the annual fundraising quota is too great.
The process was fairly good: an interview with the direct supervisor, reception by HR, and a five-minute test to memorize 100 items, followed by writing down as many as possible. Finally, there was a second interview.
Condescending, abrasive, and disrespectful.
The starting salary is good, but there are mandatory contributions and deductions here and there.
The interviewer at the final stage was arrogant.