Interested to hear how the campus hiring is going? How do the EM employee say with a straight face how We are a great company? We getting many acceptances?
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They should do a better job vetting the experience hire applicants. Experienced hires seemed to go under the radar. It seems some are brought in due to personal relationships rather than capabilities.
The technical experienced hires I’ve encountered are fine and many of them stellar. However, some of the experienced hires they brought into business roles about 3-5years ago are just incompetent. It’s bad when they don’t know basic stuff and everyone else have to pick up the slack. One experienced hire I know in fact lied on her resume because I knew her coworkers from the previous company. If it wasn’t so aggravating to do double duty, it would be laughable. Completely embarrassing when they open their mouths in front of customers. Management is clueless.
EM needs to recruit a demographic that quits after 15 years.
EM does not want employees to stay until retirement.
EM lowered the standards because so many high GPA top class graduates leave the company within 4 years.
A coworker just quit at 4 years and was the 5th out of 7 in onboarding group. Losing 5 of 7 is extremely high attrition.
Those 2 remaining are either job searching or being recruited by the other 5.
Lots of hot Chicas with nice Nakamichis are getting hired because brains are no longer mandatory ...just optional
@1hji So basically you have to white, male, over 40, and lean Republican? Because that describes the management set at Exxon down to the last hair follicle.
Double bonus points if you graduated from Texas A&M.
@vhe Like everything else; candidates are ranked "Top candidate" means candidate who has combination of skin color, gender, ancestry, and values to convince and impress interviewers.
Essentially anyone that is the interviewer and its supervisor's clon.
Mostly LSU grads accepting. Everyone else is smart enough to stay away.
@vhe Like everything else; candidates are ranked "Top candidate" means candidate who has combination of background, education and ability to convince and impress interviewers of good reasons they should join the Company to be placed at the top of the offer ranking lists.
We have lowered our standards DRAMATICALLY this year for engineering campus hires. Minimum GPA used to be 3.5…now it is 3.0. We used to recruit the “best”, now we recruit to “lead in our industry”. Big f’in difference.
Get out, if you can. If you are outside thinking about XOM, RUN!
This is Durwood’s legacy, the chump.
@jdr I’m interested to know what makes a “top candidate” at Exxon.
I’d also like to know why you asked for my age on the job application (dressed-up as a citizenship inquiry, but a direct age query nonetheless). Kinda weird since further down on the application you ask the standard citizenship status question again, minus the mandatory “date citizenship acquired” field further up.
Are you discriminating on the basis of age in hiring? If so, why?
I've done much MPT recruiting over the years. I'm very open and honest about the Company and questions asked. The trend these days which is markedly different from a decade ago is that the star candidates are interviewing, but, generally declining offers. This goes for both campus and experienced hires. However, we've had some top candidates accept offers and they're doing great.
Ascending brown-nosers and aspiring hi-pos usually volunteer readily for recruiting efforts.
It's very important for these types to secure a "leadership behavior" bullet for their next PDS. Thus, they will lie in the candidate's face with ease and a straight face.
It doesn't matter if for such candidate accepting this job is l a life changing decision, if he/she is moving to TX from another state with his/her spouse or/and young children, nor if such spouse will see his/her dreams dissipate as his/her husband/wife crumbles steadily into apathy, regret, frustration, and depression when they realize what a monumental toxic waste EM really is.
Nope, the brown-noser recruiters are only concerned with their PDS and in securing that Outstanding ranking in the next performance review.
If you are one of those recruiters, I have two words for you: fk you.
Can speak for Treasurers. They had a 4 person MBA internship class in 2021. Gave out offers to all. Only one kid accepted. I’ve seen a lot of attrition from the MBA kids they have brought on in the past few years. Usually that program keeps folks for 5+ years, but some left after one and others after two.
I also think they scrapped the undergrad program for Treasurers
My child is a graduating engineer. I would never ever want him to work here.
A post just like the OP (same title and wording) went up not long ago.
I have no idea why there is a fixation on college recruiting and why anyone thinks this is important or related to Exxon’s image.
Exxon has a terrible reputation among every thinking person under the age of 40. A job is a job. When you’re in your final semester and someone makes you an offer, you take it because you need to generate income asap.
If Trump and his followers can say with a straight face that the election was rigged, what makes you think EM recruiters can’t say this is a great place?
Not directly involved in recruiting, but I heard from some who are we're having a hard time getting many acceptances, particularly for experienced hires, due to low-ball offers mandated by HR.
Also heard they're having difficulties getting students to interview with them at universities and job fairs so the quality of the potential intern pool has taken a hit relative to the past. Not many are interested in O&G and among those that are it seems the word is out about how we manage our staff. This applies to the US - not sure about other countries.
There are plenty of psychopath liars
There is plenty of greed
There is plenty of dishonesty
There is plenty of sycophancy
in this world and in this company.