SOP, SOP—this was a concept Taipei Mayor Ko Wen-je kept emphasizing when he took office. Why place such importance on it?
SOP stands for Standard Operating Procedure, referring to internal processes designed to handle complex tasks within limited time and resources, while allowing for the possibility of failure. Businesses adopt various SOPs to improve efficiency.
Of course, interviews and hiring follow a certain SOP as well. So the most practical way to evaluate a company and its culture is to carefully examine the entire interview process. This will reveal whether the company is "rigorous," "relaxed," "rigorously relaxed," or disorganized.
(This refers to normal interview processes through general channels, not recommendations or headhunting.)
A Concrete Example
This company strikes me as very rigorous. After submitting a resume, the company's HR department calls the candidate for a phone interview. The first step is to assess the candidate's communication style, tone, and logic while confirming their interest and scheduling an interview with the relevant department manager.
In the second step, a letter notifies the candidate of the second interview. The letter is substantial and well-thought-out—it doesn't just provide the time and location, but also includes an internal resume form to be completed and returned before the interview, along with a detailed outline of the interview process. For example: "Please ring the bell to find HR specialist XX; the day will include a psychological assessment and written test totaling two hours, followed by a discussion with the manager." Every step is clearly explained, which is quite reassuring. This shows the company is very rigorous and equally values talent.
During the in-person interview, since the letter has outlined the procedure, you simply follow the steps—ring the bell for HR, enter the company, and observe the company atmosphere.
First, observe the location where the interview takes place.
One: Conference rooms outside the work area
From my observation, the company highly values internal privacy and confidential data, so non-employees are always received in public areas to prevent any business information leaks. This indicates the company is very rigorous. It also protects candidates from walking past many employees and being stared at or scrutinized. Simultaneously, it reassures employees who won't worry: "Who's leaving now?"
Two: Conference rooms within the work area
Being placed in such a location means the company regularly interviews people and doesn't mind exposing its atmosphere to outsiders. Candidates may even get a genuine glimpse of the company before joining. You can subtly observe whether employees frequently move around and communicate about work. If yes, it suggests face-to-face interaction among colleagues. If everyone is quiet and only stands up to go to the bathroom, it may indicate limited in-person communication.
Of course, during an interview, candidates usually focus solely on their own performance and rarely notice such details. But if time permits, spend a few extra moments sensing the environment and asking yourself if you'd be comfortable working here with these people in the future.
Three: Open work area desks
Some companies move fast, and managers may not have time to leave their desks for one-on-one interviews with candidates. Or if an on-the-spot computer test is required, they might borrow an employee's computer. This suggests the company is more casual—possibly because their services are already public on the market and don't need to be hidden. However, it could also mean they don't value the candidate, only that the position needs filling. They might think a simple conversation is enough, which could make the candidate feel awkward. (Pay attention to these small details.)
Four: Semi-private partitions in open work areas
Candidates still pass through public spaces and can gauge employee interaction, while being placed in a semi-private partition offers relative privacy and better opportunity to observe the internal environment.
[Interview Process]
If the letter outlines the interview day's process in advance—such as an English test, psychological assessment, then discussion—you can observe whether the company actually follows this plan. If it does, the company is truly rigorous and values candidates. It also demonstrates smooth departmental coordination: HR finds talent according to the manager's needs, the manager conducts interviews as scheduled by HR, and their cooperation is well-coordinated.
Conversely, if the manager arrives late without notifying the candidate, leaving them waiting, or reschedules without a valid reason, this undermines the candidate's rights. Think about it: if the company compromises the candidate's rights before they even join, wouldn't it be worse after they do? The same applies to subsequent communications.
[The Manager]
(Review this article: Important Lessons from My First Job (Part 2-1): Choose Not Just a Good Company, But a Good Manager)
During an interview, you're not just being interviewed—you're also deciding whether you want to work with and learn from this manager. Some companies are excellent, but the manager is the real key. After all, the manager is the person you spend eight to nine hours with every day. During the interview, observe whether the manager is genuinely articulate, whether they actually execute plans or just paint dreams, whether your thinking aligns with theirs. You can gauge this through conversation and questions.
But of course, during an interview, you're not your true self, and the manager isn't theirs either. In making your choice, beyond observation, the key is whether you feel comfortable enough to be at peace.
[Five-Step Series for Finding a Good Job]
II. Do Work Conditions Suit You?
III. Reference Others' Interview and Work Experiences
