They give out things like rewards.
But they're pitifully small.
There are so many that they would take forever to list.
At first, HR paints you a rosy picture. Then, when you’re finally being laid off, they say, “Oh, did I mention that before?”
Then HR says the coaches will teach you hands-on?
Don’t be silly. They teach you a tiny bit, then leave you on your own to go drink water and take a break.
And if you’re not fast, they’ll give you a terrible rating even if you’ve learned it (and even if you’re faster at the demonstrated movement than they are).
They say you’ll be able to evaluate the coaches every week?
But when I said the coach could slow down in some areas, I was pressured and told I could only give a 4 or 5.
Then, for no apparent reason, I was laid off, and they even said, “Oh~ we already offer more than what the Labor Standards Act requires.”
In the end, I found out that the severance pay and benefits they had promised were underreported, and they also tried to force me to fill out a voluntary resignation form.
Otherwise, they would pressure me with legal action.
If I hadn’t stood my ground, they originally planned to pocket the severance pay and withhold the proof of involuntary termination.
During the initial interview, this supervisor even said, “Sure, 35k is okay. I’ll talk to HR for you,” and agreed to it.
But when it got to HR, they said, “No, it’s only 31k. Take it or leave it.”
If I hadn’t been short on money at the time, I would have said thanks but no thanks long ago.
They say the customers are our providers, and that as long as the customers don’t go under, we won’t either.
Right—of course they won’t go under when they can exploit their employees. Even convenience stores have stopped offering discounts, so what are we supposed to expect?
Now that I’ve left, I’m very happy.
To newcomers: please don’t come. Run while you can.
I used to be on the first floor.
The coach said something about
The woman is very attractive.
Upon entering the company lobby, I exchanged my ID card at the reception desk. After waiting for a while, I was asked to take the elevator directly to the 8th floor.
As soon as the elevator doors opened—wow, HR was very attractive (she was the woman in the skirt on the last page of the iST report).
At first, I was given two test papers, with 40 minutes to complete them.
One was a “professional subject test,” and the other was an “English test.”
Professional:
Some simple logic questions…
E.g.:
1. If wire bonding cannot be completed, what could be the possible reasons?
2. If the breaking-point force in a pull test is insufficient, what could be the possible reasons?
3. What is chip dicing?
4. What is the purpose of wire bonding?
English:
Multiple-choice questions… not too difficult… basic grammar… anyone with a little foundation should have no problem.
The next two reading passages were also multiple-choice questions.
The salary they are willing to offer is at most 40–45K. If you can accept this salary, then come discuss it…
Otherwise, don’t waste your time. What they value is manual dexterity and steadiness.
These are all custom-made samples for clients, so there will be no opportunity for mass production.
Therefore, the work consists of prototyping one or two units at a time, with an emphasis on hands-on work and communicating with clients.
None
During the interview, the interviewing manager kept introducing their own company, but when the interviewee tried to speak, they were quickly interrupted, followed by “Thank you, we’ll be in touch.” Additionally, the position has remained open for several months.
None
I had an interview scheduled for around 9:00, and HR helped reserve a parking space for me. Interview etiquette usually requires arriving early, so I arrived at the entrance at 8:20, but the security guard said I couldn’t enter to park because they hadn’t started work yet. I could only wait outside on the red line, and it wasn’t until 9:00 that they let me go to the parking lot. If this is how they schedule interviews, why not just schedule it for 9:30?
I interviewed for a Test Engineer position at the Neihu plant (senior and associate levels).
I applied for the Associate Engineer position.
During the first interview, both the manager and the manager’s subordinate felt that my more than five years of qualifications and experience qualified me for a Senior Engineer position. I was notified very quickly after the first interview about the next interview.
At the second interview with the HR manager, I was told that I would be notified within 1–2 weeks. After waiting and waiting, I had to email them myself to ask whether I had been accepted. In the end, they didn’t even give me an offer for the Associate Engineer position. What a joke.
The interview can be conducted via video, and the job duties seem fairly straightforward.
The interviewer was late and did not acknowledge it at all. Some of the questions were very detailed, but they had nothing to do with the actual job duties. The interview took too long.
Terrible
A certain IT manager position has been recruiting continuously. I really wonder whether the manager is using interviews as a performance metric. If they have no intention of hiring, why waste everyone's time? (The position has been open for many years, and a friend I know internally told me that even when someone takes the position, they leave soon afterward.)
None
1. When you go in, you first have to take a very boring IQ test. After finishing, you wait more than half an hour for the supervisor. In the end, when the supervisor arrives, they expect you to get everything right, then the manager comes and makes you go over it all again. They drag out one thing for the entire afternoon and ask a bunch of irrelevant, pointless questions, wasting time.
2. The salary is very low. In the end, they only offer 25K, then say the annual salary could be 400K including shift work and overtime (with records). You have to work a full eight hours before you can claim overtime, and overtime is extremely frequent.
3. The supervisor's level of expertise is very poor. They keep painting an overly rosy picture of how good the company's vision is, but once you ask anything work-related, they often completely miss the point.
4. They're all older women; I didn't see any young, attractive women. Everyone gets old.
5. Don't waste your time going to the interview. Even convenience-store jobs pay more than this. Going to the interview is basically just letting HR use you to meet their performance targets.
The women are attractive, and the benefits are fairly good.
The department has a high frequency of overtime, so those who cannot accommodate overtime should think carefully.
There are no advantages.
The company’s IT person who repairs computers~
Every time, they take advantage of their position to gossip....
They treat other people’s secrets like gossip at a marketplace and spread them everywhere.
Otherwise, they spread company policies that have not yet been announced.
The IT person at my previous company was meticulous about keeping secrets.. I was shocked by this person.
None
They proactively invite fresh graduates to interviews, but after the supervisor finishes the interview, they ask HR to say, “Thanks, but no thanks; we’ll be in touch.” = =
They look down on you yet proactively invite you to an interview; if they decide after the interview that you’re not suitable, they simply discard you—what kind of concept is that(?)
Pros: On paper, this is a fairly good company that is working hard to expand. Although salary levels are relatively low, the benefits are not bad and can be considered better than those of most companies: movie days, employee trips, travel subsidies, and so on. Its ambitions can be seen from its plans over the past few years. Its developments in the stock market are also somewhat intriguing, and interested parties can look into them. Overall, there is considerable room for growth in the future, especially overseas.
As for the drawbacks: Internal management is not nearly as polished as it appears on the surface. The company relies more on personal discretion than on systems, so newcomers will have a hard time…
Some policies are merely formalities. The lack of clear systems actually makes it difficult for employees at all levels to adapt. Since the new Labor Standards Act took effect, various strange management practices have also begun to emerge, making me personally find them baffling. For an organization that was already poorly managed, this is undoubtedly a step backward. No matter how good the benefits are, they cannot increase internal cohesion. As for whether this will affect the company’s development, I remain generally optimistic, but the impact of this issue is actually quite significant. Personally, I do not think the outlook will be optimistic even several years from now. If you do not take this point into consideration, it can basically be ignored; newcomers can simply treat it as a training ground.
The products of management based more on personal discretion than on systems:
Taking working hours alone as an example, although some colleagues generally leave work on time, there are still problems with abnormal working hours among other colleagues. This does not seem to have improved after the new Labor Standards Act regulations were passed. The proportion of people who can really leave work on time is extremely small. Most people work more than 9 hours a day, and quite a few work more than 12 hours. As for reporting overtime, it depends on the supervisor… Some supervisors use overtime pay to buy employees’ time—you cannot refuse to work overtime, while some make it clear that they will not let employees report their actual hours. Put bluntly, they hint that employees should falsify their reports, or allow reporting only under certain conditions… For example, they may only let you report compensatory leave, or may not let you report it at all. Some departments are a little more humane in their management: if overtime exceeds 4 hours, they will discuss with you whether you can report fewer hours. In principle, they hope you can make up a positive total (4, 8, or 12). Opinions on this vary; it takes two to tango.
Shift work is standard for frontline employees. However, after the new Labor Standards Act system was passed, some unusual situations emerged. In some departments, employees are required to work a full 8 hours on rest days without their consent. If you have a personal matter or are unable to work on a rest day, you still have to request leave… Supervisors claim that this is only a temporary company practice and have not said how long it will continue… I have heard that some supervisors shift the responsibility to the company’s HR department, but I have not personally verified this with HR.
Regarding training, because management is based on personal discretion, the key factor is which mentor you are assigned to. All I can say is that quite a few people do not make it to paradise… Newcomers usually grit their teeth and tough it out. This depends on each person’s learning ability, so I will not comment further here. Starting salaries are below the technology-industry average, which can be somewhat awkward for newcomers. However, this is generally negotiable, depending on your individual negotiating ability.
The issues above seem to stem from each department operating independently, and the company does not appear to have a unified standard to follow.
In summary, if the company could make its management more systematic and transparent, it would actually be a decent place to work, although it is not very generous with pay.
That’s all. If you cannot accept these conditions, then please do not come and waste your time!