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跟歐美的召募文化差異最大的在對人才評估的缺口。中國和台灣本地企業在人才評估上所開啟的缺口很小,能討論的範圍不多,而且大部份都已經有既定答案了。
彼此間很難有哲學上的辯證,也往往會落得以「服從性」來決定人才的可用性。

經過三個月歐美職務的面試,考量完稅後真正可以控制的所得和台灣的家人,找工作的焦點開始轉向中國和台灣。
中國在 2017 年開始,製造業整體環境就開始顯示出相對不好的現象,所以我並沒有很大的期望,主要是因為以下兩點:
1.2017 年初就因為蘇州稅務局的問題讓西捷關廠出走。其實保護國內產業是在扶持一國經濟發展必經的過程,能否在開放市場和保護本地發展之間達成平衡是很重要的事情,中國做得嫌過火了點。
*觀察這段時間加上 2020 Covid-19 的事件,我個人仍不看好接下來到中國發展。
2. 大多數的企業都已經過了「台幹比較有效率」的過渡期且開始培養在地人才。台灣人已經沒有特別的優勢,過去工作的薪資漲幅自然沒有以前來得明顯。

所以在當時,中國的工作對我而言充其量只能當成多一些就業機會,而不是非爭取不可的機會。
我談了三間公司;ABB、Microsoft、Apple;位置都是品質主管,三家開價在 50~55RMB 之間,沒特別吸引力。

這邊的面試可以說是目的、節奏都很明確,快狠準,高階職務都可以在一到兩小時內談完。外商在大陸設廠就是為了提高效率,所以找來的人基本上都要求即戰力,馬上補缺口而且可以用,面試談的也都比較偏向封閉式,直接看你行不行。

舉兩個面試時的問題可以比較了解,這兩個例子都是跟對方副總等級在面試的。
有一個工作是要顧到 PCBA 製程,所以面試的問題就是:
Q: 你有 PCBA 製程的經驗嗎? 之前用的貼片機是哪家的?
A: 有,我之前摸的是 Panasonic 的。
Q: 那你有接觸過 Samsung 的嗎,我們接下來可能會進三星的貼片機,你知道差異嗎?
A: 沒有,我最常接觸的就是松下,再來是西門子的比較常見,沒摸過三星的貼片機。
另一個是產品有 NB,面試的問題是:
Q: 你們之前 NB 的製程做到哪一塊?
A: 全組裝,從機板組到整機。
Q: 那做 sub-assembly 嗎?
A: 我不知道你指 sub 是組到什麼程度。在我們廠內把AB件、panelantenna module hinge 組起來算一個 sub。也有做 lower base 組裝,不知道這樣是否回答到你的問題?
Q: 嗯,那就是你全都做過。

基本上高階主管面試超過 70% 的比例都在談這些,我個人覺得有點瞎。高階主管不是應該要幫公司進行經營管理並開創新局嗎,怎麼大部份都在談這些基本工作面的事。
反過來說,我們也可以從面試的內容看出即使是這些高階品牌的陸廠,其內部衝突的程度和對主導問題解決人才的需求度。
相對於以上,陸廠的定位就是提高效率、降低成本,經營方向就是看總部說了算。
因為薪水和舞台都沒有特別的優勢,談了三個工作後放棄這塊區域。

繞了一大圈後又回來台灣找工作。但像第一篇提到台灣高階人才的飽和度,國外一到一個半月拿得到 offer,在台灣常常一談就是三、四個月很正常,因此找工作的感覺特別辛苦。
遲遲沒有結果的下場就是得當成沒有,沒結果的一邊談一邊找新的,到後面一個星期排了四個面試 (其中三場是談兩次以上),假都不知道怎麼請了。

台灣的面試和普遍企業文化,我想不用多提,大家都很清楚。
在這次的面試中,我才真正有看到台灣其實還是有不少具潛力的好企業在。雖然相對產業發展的環境不好,但也沒有真的到「鬼島」這麼糟。其實還是有不少台灣企業肯花錢找好人才。
真正的「鬼」,是那些喜歡欺負同是台灣人的人,或是根本不曉得自己要找什麼人才的人。

分享三個在台灣面試到還算挺常見的狀況;並不是說這樣的條件就找不到人,而是我們可以認清楚對方到底在談什麼、想要什麼人才、自己到底適不適合。

只論 CP 值找人才 – 巴西品質經營主管/ ADATA
產生這個職缺是當時公司要在離聖保羅兩個小時車程遠的一個郊外工業區建新廠,工作是負責該廠所有品質工作及建置所有品質人員。
不住聖保羅的話,就是住工業區附近的 green house (木造平房,有上漆防蛀就算高檔房屋),當地講葡萄牙語,英語不通。巴西與台灣間沒有邦交,全靠自己保險。

對這個職缺要找的人,最好相關工作都會,不會公司也有完整的資源架構可以支援。公司有既定的系統流程,凡事照著跑。有返台假,但排程不一定,因為新建廠什麼狀況都有,你不一定回得來。
當我要求薪資是 350/ 年時 (當時 $RNTD10:12020 已經掉到 5:1),對方 GM 很驚訝問為什麼要這麼高? 我告訴他既然不一定回得來,去了我也希望能好好應付工作,那當然希望把想照顧的家人一起帶過去。GM 是希望我再考慮一下,建廠工作很多,隨時有變化,家人過去了也照顧不到,又有語言問題,最好我自己一個人去,然後薪資要求降多一點。

這種找人邏輯,不就跟想找一個「上得了廳堂下得了廚房進得了臥房、服侍孝順公婆但不吵著回娘家、能出門上班工作賺錢貼補家用還能準時下班照顧小孩的老婆」差不多?
ADATA 想找一個全才,最好你過去後公司都不用操心。但是公司的系統和資源都十分齊全,你全才也沒有那個價值。

當彼此之間只談錢和產出,潛力和發展都是其次時 (面試時也會談,但最後都是 CP 值考量)。老實說這樣的工作不會是因為自我實現到了一個目標,公司框架無法容納,帶著感謝的心離開;反而會因為錢沒給夠、心裡不爽而離開。

畫大餅 – 品保資深經理/ 平鎮應材廠
我覺得這一招比只論 CP 值還來得可怕。談 CP 值錢和效能就攤在枱面上,要嘛就來,做不開心至少你還有拿到該有的錢。但如果你信了這塊不知道存不存在的大餅,很可能錢和發展都沒有。

這是一家當時在平鎮擴廠、力拚上櫃的化工廠,需人恐急。
在談工作內容和薪資時,對方的總經理畫的就是一個「核心夥伴」的餅。他有一群核心夥伴為公司付出,我必須要這樣那樣 (說不清楚) 支援這群核心夥伴達成更高的目標,那我就會被認同為他們的一份子,要付給我想要的薪資都不算什麼。但在這之前他沒辦法給這麼多。

Q: 那這個職缺是不是這群「核心夥伴」的其中一人?
A: 那要看你能不能有能力加入這個群體。
Q: 公司預期這個職缺的薪資是什麼範圍?
A: 如果你能力足夠加入核心夥伴,那你開的薪資沒有問題,但在這之前沒辦法給你這麼多。
Q: 那你希望這個職缺的人展現出什麼能力來證明有資格被納入這個群體?

A: 核心夥伴有很多各式各樣的任務要做,你要支援大家達成任務。
諸如此類鬼打牆的問題來回至少超過三輪。

如果不好理解,讓我舉個小朋友吵架的例子:
A: 你敢惹我試試,我給你好看!
B: 我看你要怎麼給我好看,來啊~
A: 你現在沒有惹我,我不說,但是你敢惹我就試試看!
B: 我就看你有多厲害啊,來啊來啊~
A: 你只要惹我就知道了,試試看啊!

同樣的問題在歐美的召募中比較不容易發生,主要原因是思辯能力的強弱,台灣教育從小不教思辯,導致企業召募人員用這種烏龍轉桌的方法把人召進來。

你是拉車的 () 馬 – 品保主管/ 新竹晶圓產業
這間我寫了好像大家都知道是哪家,做 probe card 的,主要客戶是台積電。
這種態度不是絕無僅有,而是很多公司都這樣,他只是剛好在這趟面試之旅中一個印象十分深刻的案例。

這個職缺產的背景是公司被台積電要求導入品質系統並提升良率,對外應對公司最重要的客戶 ─ 台積電;對內直接應對總經理。
公司表示這個位置將是帶動品質系統運作和改善的馬車頭,而且業務面在亞洲;尤其是韓國;持續成長。
綜合以上幾點,這個職務給高薪應該不是問題,但對方卻將我的薪資打了八折。
簡單的說,公司希望我當拉車的頭,但我是便宜的役馬。

很多公司都有這個問題,需要用來拉車的馬買一隻便宜的,不拉車的昂貴名馬卻要買上個好幾隻供著。
這種共識我們都知道,但是不說出來。
在國外找工作,同樣是品質主管,願意開給亞洲人的薪資就是比較少,這狀況普遍存在,至少人家不會叫你去當那頭拉車的馬。

另一個在台灣面試遇到的是企業轉型的氛圍。
由於我自己的經驗跟專長主要是在重建團隊和流程優化,所以相當不少找我面試的台企都是有轉型的想法。不過想法歸想法,往往計劃都是八字也沒一撇,這些企業似乎覺得找個能的人進來公司就會轉型了。
要真的這樣,倒也不是完全沒可能。這些企業遇到最大的困難是在於經營者放不了手,那找神人進來也沒用。

我在協助不少台企做做優化的經驗中,阻止組織做管理轉換或優化的因素,有超過 70% 是因為原本經營者不肯放手。兩個狀況很常見:

1. 老闆看不出/ 不承認是自己的問題
我幫公司管理階層上課,老闆自己不來。因為他覺得自己經營二三十年來事業有成,怎麼會是他不懂,都是下面的主管不懂,所以該上課的是他們。
不過這是一個很簡單的因果關係,如果你是一流的管理者,找來的人才至少也二流。如果你找進來的管理人才都不入流,那表示你本身就不知道怎麼判定一個人的管理能力。

2. 無法放棄既有思維
組織的管理人才都十分認真努力在學習,也樂於導入新方法來優化公司,但卻用舊思考邏輯在管理。簡單說,如果你用瓦斯爐煮水,那監控瓦斯用量是正確的;今天導入了電磁爐來煮,卻還在監控瓦斯用量就是一個大問題。
其實導致這問題的理由跟上面一樣,老闆覺得用這個邏輯經營三十年事業有成,這個邏輯怎麼會有錯。

我相信 2020 都過了四分之三,企業轉型需求只會更多,因為今年疫情和政治情勢逼得不少台商回流,原本在本地紮根的企業得接受更多挑戰。
這些企業相中三十後段的人才,就是看中他們的活力、精力、而且也累積了一定程度的經驗,希望他們為公司帶來新想法、做法和氛圍。
我相信如果你也三十後段、也在台灣找工作,時不時也會遇到這種機會。

面對這些公司的期望我都只提一個很簡單的問題:「為了轉型,你願意投資多少?
我得到的以下的幾類答案,都反應了經營者不願意放手的狀況:

  • 做這些事不一定要花錢的 ── 那表示你對轉型是連概念都沒有
  • 公司的系統和資源很充足,可以幫助你完成工作 ── 公司系統和資源這麼好,那轉什麼型?
  • 那就看你能協助我們把公司帶往什麼方向,方向好的話薪資一定沒問題 ── 嗯~你就繼續在空中畫大餅吧,我做事先。
  • 做這些事哪要這麼多資源,我覺得只要 (看打幾折隨他) 就能做了 ── 看來你似乎比我專業,那就交給你自己來吧。

我最後還是選了一家在轉型中努力的公司,這種工作雖然辛苦,但它就是我的專長和興趣所在。
面試時 CEO 回覆我的問題說:我相信不是做好每件事都要花錢,但如果你需要任何資源就來找我,我幫你處理。
到目前為止,他確實也沒讓我失望過。

The mere formulation of a problem is far more essential than its solution. 

   by Albert Einstein

同樣的邏輯;無論在國內或國外求職;掌握自己的本質,才能真正找到在你的職場和人生中達到平衡和雙贏的工作。

對職涯選擇或發展感到困擾或對提升主管技能有興趣的朋友,歡迎與我做進一步連絡。

About the Author

Yashi Yang ()

Website: https://enecareer.com

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