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I interviewed for a thin-film equipment position at UMC and received an offer, but two days before my start date, I was notified that my onboarding had been put on hold. The onboarding process required uploading onboarding documents to the company website, including labor insurance enrollment records. Two days before I was supposed to start, I received an email from HR asking about the contents of my personnel information. They said that my past labor insurance enrollment records did not match the work experience listed on the résumé I had originally submitted. I explained that if I had left some jobs because I found them difficult to adapt to or unsuitable, I usually would not include them in the work-experience section of my résumé. HR later replied that, in accordance with company policy, I should put my onboarding on hold and not come to the company on my scheduled start date; they would contact me again after an internal review. It has now been three months, and I still have not heard anything. Although after waiting about a month I more or less knew that I had been abandoned and the offer canceled, I later discovered that my account on the company's recruitment website had also been deleted. While the main issue was admittedly that I had not carefully disclosed my previous work experience, the work history HR cared about was from several years ago. My most recent work experience should have been the more important part, right? Why care about such trivial matters? I later asked a former colleague who joined Winbond at around the same time, and he said that he had not listed his work experience in much detail either and was still hired. The manager who interviewed me was also very pleasant, and I received the offer not long afterward. In the end, HR blindsided me. What makes me angry is that they told me to wait for a response, which was just a lie—I never received any response at all. I hurriedly moved from Hsinchu back to Taichung to find a rental place for this job, and my wife even resigned from her job in Hsinchu to come back with me. If there was a problem with my personnel information, shouldn't it have been checked earlier? That would have been better for both sides. If you weren't going to hire me, you should have said so clearly as soon as possible. It's not as if I was desperate for this particular job. But after I had made all the preparations to start, you canceled the offer. That means you wasted both your time and mine.
High base salary, annual raises, strict compliance with the Labor Standards Act, frequent bonuses and gift vouchers, and a good work environment.
Since leaving and working in other counties and cities, I have successively worked at Worldx and Xinx Biotechnology, and I’ve realized that Winbond Electronics really spoiled me with its work environment. As a result, I’m having a hard time adapting to other companies now...
R&D department, monthly salary of 58,000, paid for 14 months
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My direct supervisor seemed like a nice person.
As a loser like me, I can only share my experience interviewing for a disposable temporary contract position.
It started with a written test, with questions generally about your understanding of the company and the position, etc.
After that, I interviewed with my direct supervisor. He said the position was open because production volume had been relatively high over the past year (it felt very disposable).
Next, I interviewed with the department manager and HR. The department manager said that working hours were usually around 10–11 hours a day, and could reach 13 hours during peak season.
He said that even he himself would not claim overtime pay (temporary contractors are just a way to save on overtime and severance costs).
Of course, during the process, HR said a bunch of pretty words, claiming that after the contract ended, if there were no openings in this department, they would transfer you to another department.
Or that they also placed great importance on this (disposable) position, and so on (so many annoying words—if they really valued it, they could just make it a permanent position…
Then they asked which former supervisor they should contact for a reference check.
If you chose A, they would definitely ask why you did not choose B. Basically, they were just looking for weaknesses to attack.
The HR representative was a seasoned middle-aged woman, and it was very easy for the interviewer’s presence to be overwhelmed. Everyone, please be careful XD
The interview took about four hours in total.
After passing the interview, they would email you asking for your former supervisor’s information for a reference check.
In conclusion, everyone, you really should not choose a temporary contract position.
High base salary
They lure you in with a high base salary, but they don't pay overtime at all, and don't even provide compensatory leave. This violates the Labor Standards Act—there's really nothing more to say.
Also, the bonus isn't substantial. Considering the hours worked versus the total annual compensation, it's merely adequate. Don't let the PTT myth cloud your judgment.
1. A good “learning environment” for newcomers
2. Flexible working hours
1. Fuck, there’s so much miscellaneous work
2. They’ve never heard of such a thing as overtime pay
3. The high base salary gives you the illusion of a high income, but the annual salary is very ordinary
Flexible working hours
Fuck, nothing else
Overall, the benefits, policies, and salary are all pretty good!!!!!
As for the colleagues.....they’ve all been here for at least 5 years, and some even 10.
So you need to adjust your mindset well, otherwise you’ll be screwed pretty quickly.....
It’s a fairly good company. The only downside at present is having to put up with the sarcastic remarks and snide comments from the old-timers (those with long tenure, across all positions).