We all know that many job postings are fake. If you encounter one, please post the job ID, all relevant details, and proof. Publicly shaming these entities is exactly what they deserve.
Furthermore, some teams conduct 'namesake' interviews just to reject candidates they never intended to hire. Name them, shame them, and post details about who actually ends up getting hired.
Let's hold them accountable. Report all hiring fraud directly to the Department of Labor.
https://www.yahoo.com/lifestyle/articles/management-job-candidate-walks-mid-183000064.html
Fake Jobs and Fake interviews:
https://www.yahoo.com/lifestyle/articles/job-seeker-goes-4-interviews-010000115.html
AI, automated screening software generating False Negatives and incorrectly rejecting qualified applicants.
Human analysis and intervention has been and always be needed. They can NOT be replaced by algorithms or AI :
https://www.yahoo.com/finance/small-business/articles/job-market-nightmare-hiring-manager-200000244.html
There is a very simple way to tell if the posting is a scam. Just just check the posting date and closing date. If it is a week, then you have your answer. There are tons of postings like that.
@cg Yeah not really, I know people hired at JPMC this year that had their roles posted and were told to also apply through the portal
LOL! 😁🤣😁
The Truth only offends the Guilty.
From Google:
The exact phrase "the truth only insults the guilty" is not a formal, classic quote from a well-known historical author or philosopher. Instead, it is a variation of common idioms and popular sayings about truth, guilt, and defensiveness.
Similar well-known sentiments include:
• "The truth will only offend those who would rather defend lies." – A popular quote by Carlos Wallace.
• "The truth is a sword to the guilty & a shield to the innocent." – A widely shared proverb or social media adage.
• "Mercy to the guilty is cruelty to the innocent." – A famous maxim attributed to the Scottish economist and philosopher Adam Smith.
Core Meaning
• The Guilty Reaction: People who are hiding wrongdoing, deceit, or guilt often view an honest statement or a factual reality as a personal attack or insult.
• The Innocent Reaction: Those who have nothing to hide generally see the truth as clarifying or neutral rather than offensive, because it does not threaten their integrity.
@mr Mental health therapists are part of our benefits, I suggest you utilise it.
Most employees already know this.
Many contractors especially in Tech-Data were and are regularly converted from Contractor TO Full-time Permanent Employee.
Other departments do this also.
Most if not all Temp-Contractor employees are working as Temps-Contractors because they, themselves were either Laidoff or Fired from their previous employers.
They're hoping to snag and land a Citi FTE job, or at whatever company they're currently working as Temp-Contractor for.
Be aware, Temps-Contractors view current FTEs as competition.
In other words, if you're STILL employed at Citi [or Insert Company Name Here], THEY WANT YOUR JOB!
Do NOT trust them. And NEVER give out trade secrets or intellectual property about how to do YOUR JOB!
@j1 We don't interview for contractor conversions as there is a unique process.
• Log in to the internal careers website and formally submit your application.
• Take a full page screenshot of the job posting, including the job ID, recruiter's name, recruiter's manager's name, hiring manager's name and their management details.
• Take a screenshot of the Workday organizational chart for the Managing Director’s (MD) supervisory organization.
• Take a screenshot of the list of contractors under that same MD in the Global Directory.
• Save your screenshots of all emails and chat messages with recruiters or managers.
• Take a new screenshot of the Workday organizational chart in two months to check for updates. This is to check for any internal promotions.
• Take a new screenshot of the Global Directory contractor list in two months to check for updates. This is to check for any contractor conversions.
• Take a screenshot of your automated rejection email, ensuring timestamps are visible.
This is one way to identify the fraud and illegal hiring.
At Goldman Sachs and JPMC the same goes for external new hires.
If a hiring manager has already chosen a specific external new hire they want to hire for a job opening, the hiring manager informs HR about this.
Unlike at Citi, HR will then NOT post the job opening and will Not waste everyone's time and effort.
Goldman and JPMC actually care about NOT wasting Shareholder time and money.
This is one of many reasons why GS and JPMC has always and will forever BEAT Citi's AS$ ! 😁🤣😁
This is what happens when the Head of HR (Sara) and the Head of Retail Banking (Kate) are sisters. Why haven’t shareholders and employees raised this issue, clear conflict of interest, and nepotism.
@bd If you already have someone, then that is called an inseat promotion which is managed offline and/or through YE.
If you go through requisition based hiring, then you obviously need to go through the process. Would you be allowed to bypass process in your team? Req based hiring is reported to regulators and it's their demands that require certain steps and metrics.
As a Manger you should be bringing this up when you request the position at WFC, not after you've raised a position in R@C AND Workday.
This doesn't happen at Citi's envied competitors, Goldman Sachs and JPMC.
When or if a hiring manager informs HR they know exactly who they want to hire for a job opening, HR does Not waste anyone's time and false hopes and does Not post the job opening.
Apparently, Citi enjoys wasting Shareholder time and money by forcing hiring managers to waste time doing and attending fake interviews instead of doing Real Work.
This is in addition to wasting the time and false hopes of Job Applicants-Svckers!
It’s Insulting job seekers. Unfortunate.
I’ve been involved in the hiring process for my department as a C12, and I can tell you that HR is responsible for wasting everyone’s time. We had an opening for a promotional Senior Analyst position, and I had already informed HR that I had selected a qualified candidate from within my team. I requested that we skip the public job posting and move forward with the internal promotion. However, HR insisted that we go through the entire hiring process, including posting the position and conducting interviews, despite a candidate already being selected. Unfortunately, this meant wasting applicants’ time and giving them false hope about an opportunity that was never truly available.