XOM does not know how manage people. We keep hiring same kids over and over again; >3.7 GPA, no other life experience but text book, no soft skill, entitlement always think deserve for something. They are the ones keep promoting and managers now. Inclusive and diversity? What culture change expect? All managers townhall BS are exactly same message over and over, just read leadership training materials!
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Not understanding why supply chain matters is why this company can't turn a profit.
I would say that the majority of quality employees I’ve worked with at XTO are the ones that didn’t have college degrees. This industry needs real experience over someone that feels entitled because they have a degree in something unrelated to this industry.
Being educated doesn’t make someone intelligent.
I did well in college. I deserve more than my peers that did not do as well as I did.
All this college talk. And about engineers of all people.
No Nobel-prize winning Petroleum Engineer professor ever drilled one bit of important information about leadership into a student.
Never drilled a single ho-e.
It takes self-education to make a leader - and an engineer for that matter.
EM don't respect self-education.
University of Phoenix rocks at Exxon. For real!
Dead head degrees as well like supply chain from a second rate college. WTH does that have to do with running a plant or people skills. Basket weaving 101 and now they are managers. Give me a break.
Dead head junior colleges or colleges out of country with >3.8 are the equivalent of 2.0 gpa’s at real colleges. Sadly these dead heads are usually slated for management after they fail at everything else.
Half the supervisors I've had applied to the company at the 'front desk' in the 90's. Appears they never had the qualifications or skillsets for the job. So you can have that. So what are the qualifications of leadership, which makes all the decisions?
Simpletons?
@fyl+1d6VXWTo
Someone told me of a funny interaction that occurred when XTO people first moved to campus. One of the fitness facility people asked a collogue "you are an XTO person aren't you?" They responded "yes, how did you know?" The fitness facility person said, "because you don't act like a robot". That is exactly what the OP is talking about. Study after study shows EQ is more important for business success than IQ. I'll take a 3.4 student with a personality all day over a 4.0 with zero interpersonal skills. Alas, XTO people "didn't fit the culture" in the layoffs (if you haven't figured out why it was 70% fit and 30% performance, now you know).
Pandemic college hires entering OG have limited negotiating power wrt salary. Maybe that's why HR is so keen. They don't look past the numbers on the spreadsheet.
@pvk - I think you’re missing the point that OP is trying to make, and I think it relates more to those tagged as “HiPo’s”.
The company recruitment process seems to have a template of the characteristics that should be displayed by the “idea”l candidate. In short: regardless of university campus, academic discipline, recruiting department or potential first job, they look for someone with “leadership qualities” and a “Type A” personality. In other words, someone like our current crop of executives and senior managers.
So how can anyone except anything to change when the recruiting system is designed to select new hires with the same basic traits as EM executives, and the company training is designed to ensure that they turn out the same way ?
We got rid of 99% of XTO and RE so now the company bullies are targeting college students. Surprising. Anyone but the people that actually make the decisions that impact your life.
If you think prior years were bad for engineering recruiting, wait for this year. Face to face career fairs and campus interviews were eliminated for all but a very select few campuses. I recognize many companies have had success with virtual recruiting for years, but I seriously doubt it'll work here. Hiring targets for the Manufacturing sites are very high this year. As discussed elsewhere, sites currently have less than adequate oversight in place to mange the influx of people. When you add all that to the organization churn still taking place at sites, I'm sure a few bad candidates will get through and really drag the site organization further. Best of luck ya'll. Stay safe out there.
ExxonMobil employees have a very rigid idea of what a successful employee looks like and it largely rests upon not needing any training or resources from anyone. You blame the college students for not having experience meanwhile ExxonMobil is full of people with 20+ years of experience that still don’t know what the fu-k they’re doing. I’d say that’s miles more embarrassing than someone fresh out of college requiring training like a human being. You’re upset at college kids being ranked higher than you instead of being upset at the system that requires that in the first place. Your short sided thinking and misdirected anger depicts a classic cr--s in the bucket mentality, yet you claim the college students don’t have soft skills. Perhaps the college students don’t have the knowledge that you have but they’re probably 10 times more likable than you are. Most people would rather train someone they like to than suffer with someone insufferable. Anyone that thinks the new hires are to blame for the trajectory of this company is simply not thinking. New hire college students don’t even make up a large enough demographic for the blame that you’re placing on them.
My view is that these new hires come from college with a sense of entitlement. "I studied hard with Adderall, now I deserve this..".
They then get a "Real World Wake Up Call" and placed on a PIP and become depressed.
Ah well
I don’t know about the 2.0 GPA, but XOM sure does value their college new hires. Management has no idea of the time and resources needed to make these “scholars” into useful employees.
It’s very frustrating to see valuable experienced workers being ranked low or shown the door, meanwhile ranking these useless college hires highly. I know management thinks they have it right, but the ranking process is very upside down. Maybe providing less help to the remaining college hires will enlighten them this year?
We should focus on people with 2.0 GPAs and who learned soft skills by interacting with customers at Wendy’s.
- 0 GPA required, GEDs preferred