冠仕國際顧問有限公司

I don't know.

I received a call from the company's HR department saying that they had seen my résumé on a job bank and that the company was looking to fill an administrative position. They asked whether I was interested and if we could arrange a time for an interview. Usually, when I receive this kind of call, I first ask about the job responsibilities, or ask them to send me the relevant job posting by email through the job bank, so I can understand the job duties and other information and better decide whether to attend the interview.

However, at the time, the HR representative only said that they would email me. When I looked at the email they sent, it contained only the job title and the company website. I also searched for the company's information on the job bank, but there were no open positions listed at all. So I called the HR representative back to ask for details about the job duties and salary range. At first, they only told me that the work consisted of very simple data-entry tasks. But when I asked about the salary, they said, "To be honest with you, the company is actually looking to fill a part-time position, so the pay is calculated by the hour." At that point, I finally understood why they had been reluctant to explain things clearly. Perhaps it was difficult to find someone, so they wanted to get people to come in for interviews first. But I really don't think this is the right way to recruit, do you? Their own company is an HR consulting firm, and they still recruit people like this? Wouldn't simply stating from the beginning that it was a part-time position have saved everyone all these unnecessary steps?

After passing the probationary period, you can postpone your start time to 9:30, but you still leave at 6:00 p.m., with a two-hour lunch break in between.

However, being late even once means one hour’s pay will be deducted.

The company is in the World Trade Center, very close and convenient to a metro exit. When there are exhibitions downstairs, you can take your ID card down to look around.

However, it seems that you have to work there for a period of time before you can get an ID card.

The requirements for doing low-level, high-volume recruitment and general executive search are both low and essentially the same. You have to make three offers to pass probation, which means everyone is assigned different positions with varying levels of difficulty. Moreover, these three offers cannot be counted as performance for calculating bonuses.

The bosses do not seem to be very familiar with legal requirements. Previously, they tried to ask a colleague who had not passed probation to pay back the cost of training and wanted to deduct it from their pay, which led to an argument.

The threshold for calculating bonuses is higher than at other companies, making bonuses very difficult to earn.

If you resign before bonuses are paid, the entire bonus is forfeited and will not be paid.

However, the bosses often cite several former colleagues as examples, saying that some people have still received bonuses.

The bosses prefer to manage things in great detail. They often bring over a small stool, sit beside our desks, and ask, “What did you do today? What happened with the cases?” They then go through things with us one by one, hoping that we will write files, make calls, and look for candidates in the way they prefer.

Once, at 9:30, they told a colleague, “You’ve already been at work for 30 minutes. What have you been doing?” This is how they manage people. They also ask colleagues to write files even when it is already 6:30 and the workday has ended.

I think the biggest drawback is that the bosses’ expertise is in the fund industry. They do not seem very knowledgeable or familiar with other industries, yet they still want to tell everyone how to do things. It also feels like they do not have their own cases and only watch everyone else work.