Anyone else having a terrible experience with the process? Interviews, then nothing, no communication, no decency, just plain unprofessional. Everything takes forever and a day.
Never seen anything like it.
36 replies (most recent on top)
There’s a lot I don’t like around the bank right now. I think we’ve been in constant churn at almost all levels for 3-5 years, there’s still too much silo-ing and there’s a ton of wasted effort. I don’t think we do anywhere near enough to provide career paths to quality workers who want to move up the ranks.
I will, however, defend the HR recruiters I’ve worked with. I’ve hired or been a panel interviewer for 6-8 positions over the last couple of years. In my experience, you can be as involved as you want to be in the process. I always look through all my applicants. Job titles at WF are vague at best, so it’s incumbent on the hiring manager to make sure the interview pool reflects the skill sets you need to fill the position. I’ve told HR why I don’t want to interview certain people based on their employment history and I’ve given them names that did not make it through their initial pass. In many cases, those in the latter category have turned out to be excellent candidates.
Life is what you make of it. If you sit around and let HR make all the decisions, life will happen to you.
@whu+1asK4TdT - I wish what you are saying is true for senior levels. Look at who sits at the top even in our own company .
I disagree… This no hiring white male nonsense started in the early 1980s in the New York and New England banks. It might not last forever, but it's sure been a growing trend for 40 years.
Wells would indeed rather shoehorn in an unqualified "diverse" candidate than a white male. So would all banks today.
@jlp in my last infernal transfer, the recruiter contacted me to make sure I had told my manager before the hiring manager called. Which I’m glad they did because I certainly wasn’t going to let my manager know I was interviewing for exactly the reasons you cite. I would’ve been furious too. I also recently interviewed for an internal position in which they took almost six weeks to get back to me after the interview and I still don’t know if the hiring manager reached out or not but hopefully not. It seems ridiculous to me to even be discussing a transition with a previous manager without even an offer in place.
Our LOB has diversity succession planning so they can predetermine diverse candidates to move up when positions open. Good for those people but maybe not for those not considered diverse enough.
If you’re looking internally, be careful. I had one interview with a group. Two weeks pass, I don’t hear anything and assume they hired someone else.
Then the hiring manger reaches out directly to my manager (without my knowledge or permission) to notify her that I had been identified as a leading candidate. They of course start looking for my replacement and pretty much write me off.
Another week goes by and I’ve still heard nothing.
Recruiter calls me yesterday to tell me that they decided to go with another candidate, and he didn’t seem to understand why I was upset. So now I’m totally burned in my current position.
I’ve worked here for 15 years and never had a hiring manager call my current manager unless I had been extended an offer. Is this normal?
A lot of the jobs are fake. They’re looking to see who is trying to jump. Usually the job is “canceled.”
Post ID: @ysv+1asK4TdT
It is that way in all large banks and it is unforgivable and unprofessionally. I attended a career guidance day during a Human Resources week long career fair. The HR reps in breakouts described how they weeded through resumes and discarded most in a rough cut and how hiring managers would never see the unsuitable ones.
Imagine the irony… Human Resources, he weakest, simplest and least demanding business B.S, culling through the resumes of people who are far more highly educated and accomplished. I went around HR in both moves after that.
the internal job posting process is a joke. there has been zero formal announcement of actual location strategy yet HR is screening people out for not checking "willing to relocate" in the application and you're not already in that location. They don't even bother asking the applicant first and if asked will say they screened themselves out by not choosing the answer. Problem is no one knows this, so while they may prefer to say where they are and assume if they're a top candidate it would be discussed, they're just declined. even if you are willing to relocate, if you question if relocation is provided or even if some portion is offered you get told that "you applied for a position in a different location so we expect you to pay" basically. It'd be one thing if they at least offered the midpoint on jobs to internal promotions but they will still jerk you around with a pitiful increase as the "best candidate". Then they'll bring in someone external with half the experience at 20% more. the whole thing is a big joke.
If you don't mark "yes" for "willing to relocate?" your application will be withdrawn for you and they also have the courtesy to let you find out on your own. Thumbs up!
me tink so too
Wow, lots of sentiments on here! Just another example of a broken process and culture.
@1uft. Depends on where you are at in your career. Easier to move to another company for some people than people of a certain age.
@1kv I repectfully disagree.
You had to debase yourself to maintain a career. Know that there are other companies (literally thousands) with cultures that empower embolden and encourage and will give you more compensation as a result of increasing value.
As a temporary for a career, ok. But the amount of energy you put into sustaining a facsimile of a career here should have been spent elsewhere moving uo and out.
I moved internally. It took two years and I had to do a lateral move to do it but I did it. So it can be done but you may have to lower your expectations to do it. But it is better than being laid off.
"Tell me about the time you stood up for something wrong"
"Well, I told my bank's senior management that we had alot of fake accounts being opened which was against the law, but was ignored"
Rating – Fail – Candidate did not escalate further and could not demonstrate integrity.
interviewers read from canned questions that have no relevance to 2021
Worse place I've ever had to interview at was here.
Since I joined , I referred 2 people, then stopped.
Both had their time wasted, eventually ghosted by our joke of a recruitment team and had a long lapse between interviews.
Scheduling was sh1t, managers were clueless and probably people they didn't really want to work with, interviews were monotonous and colorless.
It was such a hit to my personal reputation that I simply stopped referring talent to Wells.
Just applied for a job post on the WF career site. It is now under a “review” status. What does this mean? Does it mean it’s being reviewed by the HR or hiring manager to determine if they want to talk to you?
There must be many applicants because the job post closed 1 week before the actual close date.
We're all minorities of one, and we're all unique individuals. Hire the best person for the job, every time, and you'll always be 'diverse'. Anyone that doesn't think so, please explain why/how.
To the person who commented that diversity candidates are being shoehorned in! You obviously aren’t living in reality. out of the 240k+ employees wells has only about 15-20% that are diverse. I’m excluding women as this is usually the crutch that is used to signify diversity. I am including other things such as race, s-x, disability and se-ual orientation. So for you to cry that any group is being shoehorned in is egregious. I hate that you think that a room should all look and talk like yourself. This push is a conscious effort to look at qualified talent versus being hired because of the country/hunt club you belong to or who goes to church with a family member. If you are feeling this way. I would advise you to do what everyone else is doing! Stop being mediocre and work harder. Get a graduate degree, get certifications... do something to prove you are the candidate of choice instead of sitting there on the comp drinking coors light mad at the world. Thinking that anyone owes you something.. your comment illuminates with ignorance and privilege. Do better!
I think just about everyone has had a bad experience internally they could share; probably easier to ask if you’ve had a good one to share!!
i think the internal recruiting are fake jobs or i notice your manager knows about it if you apply without you or anyone else telling them; I got some fake job off there but was able to get thru the interviews on external jobs just recently and moving to work a much better job and step up for me
There are good recruiters and bad recruiters. My last one for an internal move was great. She told me she was juggling some 50 positions (this was last year). Despite this she went out of her way to keep me informed. I feel like recruiters are either good or bad and the ones who are good remember that you are a person with actual hope of a new job. The bad ones treat you like chess pieces.
This all said when I thanked this recruiter for treating me like a human she said she often worked overtime in order to make sure all her candidates were up to date. There were delays in my hiring process but it was on the side of the team due to vacation schedules and some project deadlines.
Anyway, she was great and at least I knew why it was taking so long.
As an ethnic minority , and an extremely qualified one , this story may not resonate with many of you: I am not kidding when I say this– I am one of the most qualified people in my area in tech. I have applied to 6 jobs in the past year. One interview is all I got and even that was fake. All 6 out of 6 went to the usual suspects – the current incumbents . This talk about D,E, I is bogus. A few showcases don’t negate the brutal truth. Sorry most if you don’t experience what I experience daily .
@xjm+1asK4TdT that happened to me. I found out the job req was pulled.
It is terrible.
I actually did get into final.round with the exec and panelists and thought I had it.
Not one more word ever from anyone. Not the HM, the HR rep, none of the panelists. Not even a declination from automation.
Just silence
Post ID: @bde+1asK4TdT
I’m thinking she didn’t either. Would venture to say none of the managers in my area do, because I’ve heard similar stories. Thank you, and I shall pass it on.
This has almost always been the case here...
Despite what the initials stand for HR is not the greatest at communication in ANY company.
Are you a White Male? If so, that's probably why. Wells would rather shoehorn an unqualified "diverse" candidate.
This nonsense won't last forever, but it's very annoying for the time being.
You are definitely not going to be treated better at other companies as an external candidate unless the ATS matches you at the top of the pile and the job is seriously open to candidates (which often it is not). If you are not at the top of the pile, you will be ghosted, ignored and have your time wasted for compliance purposes.
I sent my resume to 7 companies over the past few months. I got 2 canned e–mail rejections, 1 total non–response, 1 "we're letting you know that we're going to take forever, but please hang out until we call you" e–mail, 3 screening interviews, 1 not–very–serious hiring manager interview, 1 hiring manager on a candidate death match power trip, and 1 set of serious interviews leading to a good offer. Its a tough process, not for the faint of heart.
Oh yeah! Thanks for asking this question because I was wondering why my applications don’t ever get out of review status. I got about 2 interviews and one of them took forever to get back to me. It’s painstakingly frustrating, if I can say that. I stopped wasting my time here and will apply externally.
sounds like that hiring manager doesn't know where Recruiting Solutions is on Teamworks. You can see everyone that applied. Sure, the recruiter sends the hiring manager a short list of people that they have prescreened and that they recommend for interviews, but presuming the applicant meets the min requirements you can tell the recruiter to put them in the interview pool. It's poor management not to look at the other applications / resumes and instead rely merely on what the recruiter sends you.
A couple of years back, I went down to the cafeteria with a friend of mine who is a manager. She had a job opening and had already done her interviews and decided who to hire. We ran in to a third woman, we knew from another department, who had applied for the job my friend was hiring for. The woman approached us and asked if my friend had started interviewing yet.. My friend, the manager, did not even know this woman had ever applied and had never received the application from HR. The manager was flabbergasted and called HR thinking there was a mixup. HR said they weed through the applications and decide who is forwarded on and who is not. The woman, who applied, never heard back back from anyone. It’s just terrible.
It shows a pattern of lack of respect and professionalism. And no – I don’t care if “it’s like that everywhere”. Let’s try to be better, not sink to everyone else’s low.
Yes, execs pay a lot of lip service to the idea of career paths and opportunities within the company, and what I've seen is that outside of your area of your current LOB, even getting interviews is extremely difficult. Seems pretty apparent to me that they don't want people to move around the company, and that's not a new thing, it's been that way for years. Upward mobility is possible within your current area, but beyond that you have less opportunity than external people.