No pros; during the interview, the vice president made no effort to hide that they only wanted to find slaves to work.
Please really don't be fooled by this place again. Part-time applicants are only allowed two days off per month, and this was not disclosed in advance during the interview. The store was clearly short-staffed for full-time employees, yet expected part-time workers to work full-time hours. When I submitted my resignation, I was even accused of being absent without leave⋯⋯
During the interview, I was only asked about the dates I was available to work; I was not informed that I could choose only two days off each month. I did not learn about the leave policy until the day I reported for work. Before submitting my resignation, I had already discussed the matter of days off with the store manager. However, not only did the discussion fail to produce a positive outcome, I was also subjected to intrusive questions unrelated to scheduling, such as “Is it because you want to go on a date?” and “Is it because you wake up too late?” I therefore submitted my resignation before work the following day; I did not absent myself without cause.
The company was already withholding an employee's wages on the very first day of work. When I called accounting to ask about it, they even said they did not have my bank account information. I had to repeatedly urge them to transfer my wages. They only agreed to deposit the money into my account after I explicitly told accounting that, if they did not pay me, I could only file a complaint with the labor bureau and seek mediation or pursue legal action first (so how did they suddenly have my bank account information at that point?). The entire company remained silent from beginning to end, doing nothing but packaging itself as polished and glamorous; in reality, it was rotten to the core.
No advantages; during the vice president’s interview, they made no attempt to hide that they only wanted to find slaves to work.
Please really do not be deceived by this company again. As a part-time applicant, I was only allowed two days off per month, and this was not disclosed in advance during the interview. The store was clearly short of full-time employees, yet expected part-time workers to work full-time hours. When I submitted my resignation, I was even accused of being absent without leave⋯⋯
During the interview, I was only asked about the dates I could be scheduled to work; I was not told that I could choose two days off per month. I only learned about the leave policy on my first day of work. Before submitting my resignation, I had already discussed the matter of days off with the store manager. However, the discussion not only failed to produce a positive result, but also involved probing into personal privacy unrelated to scheduling with questions such as “Are you trying to go on a date?” and “Do you get up too late?” Therefore, I submitted my resignation before work the following day; I did not simply fail to show up without reason.
The company was already withholding employees’ wages from the very first day of work. When I called accounting to ask about it, they even said they did not have my bank account information. I had to repeatedly remind them to transfer my wages. They only agreed to deposit the money into my account after I explicitly told accounting that, if they did not pay my wages, I would have to file a complaint and seek mediation with the labor bureau or pursue legal action (so how did they suddenly have my bank account information then?). The entire company remained silent from beginning to end; all they did was present a polished and glamorous image, while in reality it was rotten to the core.
No pros—the vice president made no attempt to hide that they only wanted to find slaves to work.
Seriously, do not let this store deceive you again. Part-time employees are only allowed two days off per month, and this was not disclosed in advance during the interview. The store clearly lacks full-time staff, yet expects part-time employees to work full-time hours. When I submitted my resignation, I was even accused of being absent without leave⋯⋯
During the interview, I was only asked which dates I could work; I was not told that I could choose only two days off per month. I did not learn about the leave policy until the day I reported for work. Before submitting my resignation, I had already discussed the matter of days off with the store manager. However, not only did this discussion fail to produce a positive result, I was also subjected to probing questions about my personal privacy unrelated to scheduling, such as “Are you trying to go on a date?” and “Do you get up too late?” I therefore submitted my resignation before work the following day; I did not simply fail to show up without reason.
The company already owed employees wages on my very first day of work. When I called accounting to ask about it, they even said they did not have my bank account information. I had to repeatedly remind them to transfer my wages. They only agreed to deposit the money into my account after I explicitly told accounting that, if they did not pay me, I would have to first file a complaint with the labor bureau and seek mediation or pursue legal action (so how did they suddenly have my bank account information then?). The entire company remained silent from beginning to end and only knew how to present itself as polished and impressive; in reality, it was rotten to the core.
1. Very easy to communicate with (basically, just listen to her and respond to some of her questions, all of which were about work philosophy)
The following is my personal experience of the interview. I interviewed for a general affairs position (the stated schedule is a five-day workweek with fixed Saturdays and Sundays off; I have forgotten the exact start and end times, but I got the impression that leaving work on time would not be possible—you can only leave after finishing your tasks (does the workday ever end?); the interviewing supervisor was a female manager wearing a religious bracelet).
1. This is a position with responsibility-based working hours. For example, if the POS checkout system used by store staff cannot be opened, you may still have to go to the store and handle it, even on a holiday. I also asked whether there was an MIS department and was told there was not. I then asked whether the POS system company could provide remote maintenance on holidays, and was told that the contract with the POS system company only covered weekdays; because emergency handling fees are more expensive on holidays, they had not signed a holiday service contract. If the air conditioner or refrigerator breaks down, there is an affiliated operating unit (with the same owner but a different company name) that can carry out repairs. However, I got the impression that it would be best to pray nothing breaks down on a holiday; otherwise, you may also have to handle these matters on your day off. (They did not mention whether working on a holiday could be exchanged for compensatory leave.)
2. Clocking out at the end of the workday feels unfair. I have forgotten the exact working hours, but I vaguely remember that overtime could only be applied for after working an additional hour, and it required the supervisor’s approval. You could only leave after finishing your tasks, so clocking out on time gave me a subtle sense of being wronged. The key point is that there is no overtime pay; the system is entirely based on compensatory leave.
3. The entire office is your backup. During the interview, I asked whether, if holiday attendance might be required, there would be a designated backup person who could serve as a second contact. The interviewing supervisor said, “Everyone is your backup, so don’t worry!”
4. Although the official schedule is a five-day workweek with fixed Saturdays and Sundays off, when a new store opens, everyone in the office has to provide support (for approximately one month). You can choose either one Saturday or one Sunday, and take the other day as compensatory leave on a weekday. (This is what I had in mind, but the interviewing supervisor gave me the impression that you could accumulate it and use it “later” when traveling abroad.)
My impression from the interview was that you should not know too much—just enough is fine—because you may be asked to support other departments. I can understand that there are few people in the office, but when it comes to helping out, I personally see it as a matter of personal relationships and favors, so I will not say more!
Finally, regarding the salary, it was acceptable: about 3 out of 10. The reason I ultimately did not accept the offer was that I want to rest completely on holidays and do not want messages and phone calls interrupting me at unpredictable times.
Sometimes there are expired products available to eat
1. The bar manager is difficult to deal with and incompetent; even the general manager and deputy general manager cannot manage him.
2. The general manager is extremely emotional and likes to micromanage trivial matters, while completely neglecting the company's operating strategy.
3. Meetings last 2–4 hours at a time, mostly reviewing useless reports, and then reach few conclusions.
4. They like to discuss work matters on LINE and send messages frantically regardless of the circumstances or where you are; they even get angry if you do not reply.
Convenient shopping
1. Before the interview, you still have to fill out a very tedious résumé form. There is also no suitable interview environment—you have to fill out the résumé and conduct the interview in the store, squeezed in with customers.
2. The job posting on 104 even noted “competitive salary” and “excellent benefits,” but overtime comes without overtime pay—you can only take compensatory leave. Then they tell you that you’re currently the only person doing the work, so how are you supposed to take compensatory leave? They asked about my expected salary, and I only asked for NT$32,000–36,000. I would have to handle HR, general affairs, and procurement, and the interviewer said that was a little high. Oh my god!