巨輪興業股份有限公司

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1. Inconsistent process: The company initially invited the candidate to a video interview and confirmed a subsequent in-person interview, but then canceled it at the last minute, indicating unstable internal decision-making.

2. Wasted time and effort: The candidate had already invested time preparing a presentation assignment, but the company changed its decision due to internal considerations, rendering the candidate’s efforts futile.

3. Loss of other opportunities: The candidate may have adjusted their schedule or declined other opportunities in response to the company’s invitation, only to have the interview canceled at the last minute, affecting their career planning.

4. Disrespect toward talent: Changes in corporate decisions may be unavoidable, but failing to handle them appropriately or provide a reasonable explanation can easily make people feel disregarded.

5. Damage to the company’s image: This kind of conduct may create a negative impression of the company among job seekers and even affect its future employer brand reputation.

Claimed that overtime is not required.

In reality, you often need to work overtime on your own time.

The boss is very good at promoting the company, giving outsiders the impression that it is a good company.

At the Shulin plant, inviting people to interviews is just a way for HR to boost its performance. It wastes job seekers’ time and is also taking job seekers for a ride.

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Alongside extremely low wage on a tech-base MGR opening.

The boss takes care of employees and considers their needs. The entire company is a happy workplace. Free lunch from 1 to 4 p.m.

From 1 to 4 p.m., uniforms must be worn.

The head of the Materials Department does not respect employees’ expertise or trust them, interfering in everything and unable to delegate authority to frontline supervisors. As a result, the Materials Department is constantly hiring.

The ERP implementation was not thoroughly considered and differs from the order and production processes used by outside companies. As a result, the production control staff are constantly cleaning up the mess, yet are criticized by their own department, leading to a high frequency of personnel changes. You can tell just by looking at the turnover rate in production control.

The Materials Department’s core production control staff lack sufficient expertise. The person who has stayed the longest in production control was actually transferred from the production line.

The Materials Department lacks overall planning, and production control has lost its intended function. It has now become more like an operator’s function.

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1. The company downplays how overtime due to work-related duties is handled, merely stating that overtime is rarely needed—but is it really never needed?

2. There are many company activities, and employees are expected to participate to demonstrate their commitment to the company. (If you like running into supervisors or colleagues after work or on weekends, this can actually be considered a benefit.)

3. If you are a staff member for a company activity, you cannot apply for overtime—even if the activity is held on a holiday (whether as compensatory leave or overtime pay).

4. For people who commute by public transportation, the company’s location is quite inconvenient, but HR will keep urging you to drive or ride a motorcycle.

5. HR repeatedly emphasizes that the company will relocate in the future, but the new location will still be inconvenient for people who commute by public transportation.