Applied for several roles, often with duties exactly simnilar to my updated resume with my current role. Just a different domain. Radio silence. Roles at the same level as mine or a role at one level abovge mine. Nothing. Nada. Zilch. Other than silence. WHat's the deal here? Have to know the hiring manager or someone who knows the hiring manager? Totally confused - welp!
17 replies (most recent on top)
@OP Internal mobility is an Urban Myth, especially in Sh!tibank.
Employers set a lower bar and standards for entry for external job candidates, than for internal job candidates.
Is it possible for internal job candidates ? Yes. But it's like rolling the dice or gambling.
Internal mobility is eyewash , we had two SVP roles for promotion and both are posted in both internal and external job sites. Interviews happened and they selected the person who was supposed to be promoted. When same question was asked on the MD town hall , as usual they gave bs answer saying it fair and transparent. This company is a joke.
@136 It's well known internally and externally that $hitibank is shaped like a top or Xmas ornament.
The bulge is in the middle with most employees hitting the VP Glass Ceiling.
I LMFAO whenever there are announcements about so and so Employee-Svcker getting In-seat promotion to VP. They should add in the announcement at least in small print, "Now ask how many years Employee-Svcker will get Salary, Bonus stuck stagnant as VP."
You can be stuck as VP for 5, 10, 15 even 20 years. Same w/SVP.
In $hitibank Mobility is defined as quitting your current job and getting a new job in a different department. Only penurious penny pinching companies do this.
Most of SVP and D jobs are just advertised but meant for internal or known candidates to hiring manager. But you may get lucky sometime. Networking is key. It is possible up to VP of internal mobilkity
I would rather have direct promotions selected by the manager than the process of opening the position and then hiring a friend anyway.
Just keep applying, it's free! One day it may happen.
Internal mobiliy is a joke. When HR and managers are often promoting networking, here is not the place for hiring based on fair evaluation of qualification.
It’s a way to promote folks who otherwise missed the boat
@cb You're correct. GS and JPMC prefer external job candidates because their competitors (e.g. $hitibank) pay Dog $hit peanuts compared to GS / JPMC.
The salary increase for external job candidates will always cost them less than for internal candidates.
Because hiring managers usually know who they want before they post.
I would say, from what I have seen, Citi is actually slightly better than the average firm on the street when it comes to giving advantage to internal candidates. Other companies like GS/JPM are much worse - they actually prefer external candidates, because they can also more easily afford them. I already had several internal interviews, but in both cases I decided to stop the process, as roles were not exactly what I expected.
As someone who’s been involved in the hiring process, I can confirm that internal movement is definitely possible—and honestly, most of the people I’ve worked with have moved to different departments primarily because the pay increases are better. That said, a lot of it comes down to luck. HR, at least in our case, has been a bit chaotic. For example, we had a promotion posted for a highly specialized role meant for internal candidates from our own team. Despite that, our HR rep pulled six random applicants with no relevant experience. We had to override their selections and manually choose qualified candidates ourselves. And from what I’ve heard, this isn’t an isolated incident.
Post ID: @bj+1jy0acgj1
Job Applicants-Svckers are at the mercy and whims of the HR Recruiter assigned to the Job Requisition Opening. This is in every Company-Employer.
If the HR Recruiter has a bias against the job applicant due to race, gender, their name not sounding/looking favorable, college/university, etc. the job applicant's Resume will be rejected and Not even get a brief look by the Hiring Manager.
I've heard and seen Hiring managers tell the HR Recruiter after scanning the Resumes themselves that came in, "What about this one? You didn't show me this one.".
Hundreds if not thousands or millions of Resumes get rejected by biased or incompetent HR Recruiters.
Hiring managers should Not trust and solely rely on HR to cull through and choose Resumes. But unfortunately this is Not what happens in reality.
Could be a location strategy element, hiring manager is taking their sweet time, or you resume needs work.
It exists, but like everything its all in who you know. Figure out how to get involved with an SVP or above in something, even site volunteering, and express your interest in movement. As a hiring manager, when I post a role, I typically get 100+ applications. I'm not going to read through all resumes or interview everyone either. I'm going to take the HR recommended ones, along with any "personal" recommendations, and view those and determine who I'm going to interview. The "algorithm" exists; you have to find a way around it.
Internal Mobility is just a way to say to Management and Auditors that they posted the job and did few interviews. Its just a way to bring in their own people. If you are going for a role C14 and above its like finding a needle in a haystack.
@a6 Sure, but virtually a dozen of them over a 2-3 month time period? Or maybe it's just a mix of green card purpose, hiring manager nepotism and positions going on hold? Who knows. Internal mobility doesn't seem to be what's advertised
Some of them are for immigrants green card purposes