We are being required to enter our employment history in workday to ‘manage our careers at U. S. Bank’. Dates are required. I purposely omit dates on my work history over 10-15 yrs on my resume as I am older and I am trying to avoid being discriminated against due to my age. Given what I have seen during the ongoing and constant USB layoffs, a majority are middle aged; and the best people I have ever worked with. I don’t feel I can raise this with HR, as my experience this far has truly reflected the saying, HR is about protecting the company and not the employee. Am I missing g something? Should I only include work history for the last 10-15 yrs? If I do that none of my experience before USB will be reflected. I worked for great companies and held positions before USB. Any advice?
14 replies (most recent on top)
What big bath are you talking about? If it is what I think it is, what departments have you heard about?
Such asks are common before the big bath in few months.
Look at funding markets and compare it to historical timeframe. You’ll know everything you need to know.
"Well ... what is a big bank? Is U.S. Bank considered a big bank? "
The largest 5 banks in the US are: Citi, BofA, JP Morgan Chase, Wells Fargo, and US Bank.
Well ... what is a big bank? Is U.S. Bank considered a big bank?
Recruiters are hitting on people with big bank experience harder, and that’s a fact. Would say internal candidates are at a disadvantage compared to any candidate from a big bank. Life in the fast lane.
The part about the recruiter goal i mentioned is that recruiters don't have anything to go by if you don't enter skills, experience and career interest into work day
I’m also in Risk and can confirm that we were told it is mandatory and has to be completed by 03/31. We also have to have a photo added in Workday by then.
Recruiters have a goal that all jobs that are posted, get filled by 60% internal candidate, 40% external. They are encouraged to reach out to employees to see if they want to try a new role for a job opening they have in their queue. They're only allowed to contact people who have been in their position for 24 months or longer.
You can apply for a different position if you've been in your position for 12 months but the recruiters can't call you unless you've been there for 24 months.
No one is telling us to do any such thing and why would you listen? Just like I didn’t participate in the pronouns brainwashing I’m not planning on it. Grow some ba--s people.
Is the endgame to rid the company of employees without "big bank" experience or rather to give more promotional opportunities to those with experience?
I work in risk (Charlotte) my manager told me point blank that this is to check for people who don’t have “big bank” experience as we are upskilling across the bank. Luckily for me I came from BofA and my manager is from Wells, but it’s a real thing.
I work in risk (Charlotte) my manager told me point blank that this is to check for people who don’t have “big bank” experience as we are upskilling across the bank. Luckily for me I came from BofA and my manager is from Wells, but it’s a real thing.
Yeah same thing for us. We had a call last Friday in RM&C about putting together a development plan and setting up our profile in Workday with our employment history and jobs we might be interested in. I think this was requested for everyone to do from feedback in the last TTUS.
That's a rather odd ask, never seen/heard of something like this before.
Being required by who - your manager or someone else?