What’s your impression of the of quality of recent experienced hires?
EM used to be a powerhouse of the top talent, but I found that many who were brought in within the last 5 years are scrapping the bottom of the barrel. The ones I encountered should never been hired. Did anyone check their credentials? It’s exhausting to try to train or support for them for skills and competencies that they were supposed to have. But they seem to fly under the radar in terms of PIP.
Stop hiring graduates from Harvard, Yale, MIT, Stanford, etc. and hire real talent from Lone Star, Houston Community College, etc. where you have to acquire real world skills (ex. work, budget & get along with others).
The Ivy league graduates are functional illiterates (Mamma & Dadda paid for education) and are totally devoid of any real-world marketable skills (unless PPT is considered a real skill)!
at way, you will get employees with real world working experience
The problem is not with poor quality experienced hires but the quite inept managers and pseudo senior technical folks that first they cannot find a qualified candidate even if she hits them in the face and second they are so afraid to loose their little empire that they will hire anybody
Yes, XOM has lowered their standards in the last 3 years and it shows. The new hires don’t have the technical knowledge, not talking about experience, but basic technical knowledge that they should have learned in four years of college. Worse, the lack of a work ethic means they will never have the technical knowledge or experience. Exxon is going down quickly which is why after 9 years with this company ( right out of college), I am interviewing with companies that have higher standards for employees in terms of technical knowledge and accountability. Exxon won’t survive long.
The current risk aversion that pervades the corporation forces scared, unqualified managers to rely too heavily on more senior employees with more experience in order to preserve their career prospects. The new hires are left to flounder and watch from the perimeter as their own career prospects dwindle. They appear unqualified because they are never given the chance to grow and learn in their jobs. Although many of the lemmings don’t have the technical horsepower to be worthy of those opportunities anyway.
The issue I see is that the new hires are generally talented folks but they don’t have relevant experience and so they need to be trained/coached/mentored. This is another responsibility of those of us remaining who are already overworked. Maybe these new folks end up more talented than the folks that left but the short term impact of having less experienced folks is definitely noticeable.
I think it ultimately will vary by job function. Parity exists between engineers and support functions. In some cases the talent is still there but in others some training is needed.
@ixr never has there been an individual with such an overwhelming hatred of older people. What a waste.
Oddly enough they not only don’t won’t to learn but they complain the most also.
It started going downhill when we started hiring lemmings from schools with cult-like cultures (I.e., A&M, BYU) because that personality will blindly follow authority without questioning. Compound the problem with handing the keys to a bunch of non-scientific MBAs and bean counters, and you have a recipe for disaster.
It was over when we started hiring from Sam Houston and UH.
Benefit of new hires is that they don’t keep complaining about 0% raises and loss of 401k company match from 2020
@iky Not their job. If PPT is hard for you…you shouldn’t be in the workforce period.
If you don’t like who they hire, go gripe to the hiring manager for the role. I’m sure they care what you think.
Spending too much time explaining engineering and economics 101 to the hires with 15+ years of experience so they can manage up. Would be better if company can hire the young ones who can at least create my power point slides.
So sayeth the little IT dweeb
“Quality of recent hires”
I’ll assign a little more weight to this question when the boomers who have all Retired In Place (RIPs) produce more than 1.00hrs of value-added work per week and aren’t constantly asking for help with using basic MS Office applications.
As for the recent hires, they can at least navigate the basics of using a computer, so they have that going for them. They seem to complain less too.