Looks like LCS and a few other businesses put out external job postings on LinkedIn. What the h_ll? Why don’t they look for qualified candidates internally first before they look for outside hires? It’s a slap in the face to all the dedicated employees who are looking for opportunities. Another example of cr_ppy leadership and clueless HR.
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EM refuses to have Job Postings because Job Postings take away that absolute control that Management has over our careers.
Also Job Postings are dangerous because qualified employees might get positions instead of Sponsored employees - CHAOS
@3fhm - you're not wrong. Wasn't this supposed to be the reason for "Career Connect"? Making your profile (experience, skills, assignments and training) available for searching across departments, so that you could be headhunted by another group? Collectively, how many hours do you think was wasted across the corporation on that bullsh!t? I never heard of anyone being "found" and changing careers because of Career Connect.
This is ExxonMobil. There are no qualified candidates internally for ANY job. Anyone with more than two braincells are already ex-xom at best
They post externally because once inside “they own your career.” The process to switch jobs is antiquated and could be as awkward as an email to another manager expressing your interest in that area. We do not have an internal job posting system unlike every other modern enterprise company out there. They don’t want you to be able to pick what your next job is, they want to tell you what it is and make you do it. Fundamentally if fits with the militant culture. Even if you’re qualified, and cheaper to hire, they will look outside because of the bigger issues that exist in HR. One can only hope that Tracey is next up for a replacement with an external hire.
Needed: New CEO
No experience required.
Anyone better than what we have.
While I was an EM employee I found a job I was interested in and qualified for on the external careers site. And this wasn’t even a particularly glamorous or sought after role. I brought it to my manager and he said he’d look into it. Months later I was told I was needed in a different role which was basically nothing but running zoom meetings. That’s how they treat >10 year employees now.
I resigned shortly thereafter. Zero regrets.
Here is the problem with this company: There are current, high-achieving employees who will want those roles. They won’t even get the chance, either because they cannot find the right person to talk to OR the company says they are needed in their current role. ….so they will get frustrated and resign.
Seriously, apply for it on LinkedIn. Give them your ExxonMobil resume with a cover letter saying “I am a current ExxonMobil employee. I would like equal consideration for this role, or will expand my search to other companies.” It might send a message at least….and your resume will be brushed-up in the process.
100% accurate
Given how many contractors we've now got in my Section after all the layoffs and attrition, they could only staff LCS up from the contractors in house anyway!
Led by donkeys 😁
I agree, management has no idea what they're doing. The actions revolving around massive overhiring in 2018/2019 followed by layoffs, PIP, TMTS, HW3, and the post-COVID world indicate there is no real plan that solves the issues that make XOM less competitive than its peers. Usually, layoffs are used to restructure and reorganize a company to streamline the organization, but the 2020 layoffs were just a random shot to say they cut overhead while waging psychological war against the workforce through the ranking system modifications and CEO's confrontational town halls with pre-determined questions that he can practice responses to. If we were to take an honest approach at being competitive, we would lay off several layers of management with the current reorganization, value technical competence (difficult now that no one in charge knows what it looks like), and organize Product Solutions organizations like Valero (minimal management). Unfortunately, this emphasis on management positions which manage nothing has created an endless cycle of positions which exist only to justify that they exist while the managers vy for promotions.
There's this mentality for placing managers that anyone can learn any management job, which inherently places a lot of people in charge of organizations with no background in the work they perform, resulting in minimal contextualization for the work they manage. This produces a system which places a heavy weighting on sycophantic behavior for assessing performance over actual results, because without the knowledge (knowledge = education and experience, with a heavier weight on experience) to place actions into context, they default to the comfort of favoring those they like. It is literally a popularity contest, which is why courage of conviction will usually hurt you. Popularity is defined by dictionary.com as: the state or condition of being liked, admired, or supported by many people.
Good luck to everyone this year.
I got laid off during 2020 layoffs and the role I got laid off from is now posted to be recruited. The id--ts in mgmt. have no clue what they are doing. The HR VP is also an incompetent piece of sh-t.
As an experience hire I can tell you…in less than a year I figure out that Exxon is not about work but about politics
My manager use to say that I need to improve my commercial intensity…at the end I figure out he would say some value add to his boss that if they both understood the business would not be brought to the table
Sometimes I wonder even if earnings report are real…
The so called S&D manager is responsible for identifying qualified internal candidates. Apparently they cannot find any :-D
I just searched for these roles.... Inspire and motivate!!!!!!!
LCS are mostly brown nose management types that have minimal knowledge in the field of bio- anything or CCS. Probably need some eager external young hires who are willing to work 14 hours days.
This is XOM's "recruiting and retention" strategy by design:
bring new cheaper young engineers and get rid of the old expensive ones.
deceive the new ones about fake career progression opportunities, fake fun, and fake care about the environment and workplace flexibility and to lure them into accepting the offer.
steer the old ones into meaningless projects, assign them to careless supervisors, deplete their souls, creativity and enthusiasm with id--tic and hateful tasks such us time-sheets, fake performance reviews and individual plans, until they are either become zombies, are fired with the fake performance improvement program, or quit on their own