Thread regarding Shell Oil layoffs

Pick from computational team best employees.

From my experience (in IT), yes, the talent cards, CVs, and covering letters were properly read, then evaluated against criteria and reasoning captured. Candidates were either reviewed and not ranked, or ranked 1-3. For the panel discussion, each candidate was discussed, the hiring manager outlining their rationale, others had the opportunity to share observations and challenge. Challenges were often on the basis of capability, or also behaviours, leadership etc, with some selections based on these discussions. Some people with multiple applications got ranked No. 1 for multiple roles, then the candidate's preference was usually followed, or then the No. 2 person was selected, etc. At least from what I have seen, the process was just, rigorous, and took quite some time (e.g. multiple multi-hour panels). Re DEI, there are reports you get to see through the process which would highlight whether there were specific skews; have never had to change the panel outcomes to adjust for this, but that would depend, I guess, on diversity of applications to start with. Past performance is looked at, especially in cases of promotion (e.g. to get a promotion without at least 1 higher in your current JG was very rare) - likewise 1 lower if there was a reasonable explanation is one thing, but multiple, and questions get asked.

@fa yep I left Shell last year, but I had a friend who got their same role in the chemicals reorg, but they wanted a role they were more than qualified for and it would be a promotion, yet management told them they wouldn’t be promoting people in the chemicals reorg. That was a lie as they promoted someone with less experience over them into the role they ranked as 2 since they were told no promotions.

@fa Especially when you have people being told by management that they should probably apply for positions in departments they've never worked before. Wreaks of collusion and more of the "good ole boys" club.

I roll my eyes hard every time I hear of a reorg and they’re like “you can pick your top 5 and rank them” . There is ALWAYS a preferred candidate, someone or some people eyed for spots, and people they wanna let go of and use this as an excuse. The latest reorg showed me it’s less about your expertise and background and more if you fit the new mold, especially at the leadership level which is starting to scare me.

From my experience during the Convent shutdown it was a popularity contest. During the placement phase, people with no experience in the role they went to were placed. Just accept that Shell does not value technical expertise. That year I got Higher and PSPs and my exact role was available at Norco/Geismar and I was not placed due to DEI targets.