I went to a talent profile event and was given two separate and conflicting pieces of advice. Is talent profile going to really matter?. When they print it out it is a garbled mess, how many pages should be your limit? I’m field facing so this may be the only exposure I get.
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Pound talent card.
@kg no sheight.
If you are reading this and just now figuring out what kg posted you deserve to be let go.
There will be so many positions eliminated in the US, the Talent Cards are a legal formality. The incumbents in positions will be the selected person unless you are marked for termination by the "cronies". Most of the people who are in eliminated positions will be given "transition jobs" until the role can be staffed and the information transitioned to the new person in another country. This way your severance will be tied to your successful transition of your job role. Your hands will be tied....
Of course, some people will just be laid off on the day you are told you did not get a job.
At this point if you aren’t sure or have already been told you have a job, you probably don’t.
Talent Cards will no be printed, the decision makers will huddle in a conference room in some offsite building and discuss candidates on a projection screen one by one, and In a similar way is done in regulars PDCs. Do no believe the people saying otherwise.
Evidently, you will do better if your material is competitive, well organized, succinct enough to facilitate the reviewers work, and particular enough to differentiate you from the rest of the group. Times that matter are the 3 last one of the last 6-7 years but you should no limit your jobs entries into the system if you believe they give you an edge, just remember to be brief.
Is anybody auditioning for the new series, “CVX EMPLOYEES GOT TALENT”. Winner get to keep their job.
why there is button to upload file(s) in job history section? is that for uploading external resume? if yes, do we still need it if we have written down the work history in the system?
Let's be honest - most of these guys know all of us already - it is a very small world. The question is what the future talent do they want and do you have it? They did mention time and again including MW that they are remaking the company from the ground - a large change in culture.
That's the reason why PMP ranking is not included - thats for the old culture or game. Old rules won't apply to the new game anymore and the talent card hopefully should show a fit for the new culture
Don’t waste time with this BS.
The hanger games’ selection criteria is based upon cutting as many as possible of the expensive paystubs, they don’t care about what you did last year.
Because regardless, those that stay will still be living on borrowed time, until an Indian replaces them.
@ef, how do you show demonstrable outcomes in a talent profile?
Seems pointless. Your boss already know what you do and whether to keep you. It’s just another scam to make you beg for your job
As someone who slotted people into jobs in the last reorg and probably will this time as well, a list of soup dujour buzzwords, won't cut it with me. Concisely show me demonstrable examples of what you did that merits that attribute to your skills. Brevity is a virtue. I can smell AI a mile away.
Since performance rankings are no longer calibrated to a seriatum review across all your peers, it's meaningless. Some bosses want people to feel good with awarding far too many EE's. Grade inflation. Your raise, relative to psg, relative to CO would be a far better indicator of performance . What we have now is Lake Wobegon; where all the kids are above average.
Being brief and getting to the point is a talent. Assume reviewer is doing hundreds and has the attention span of a fly. Good luck, never easy.
Think about it, you have a PDR that represents a multitude of people for one job. They tell you call your PDR and call the job owner….blah blah blah. There is bias and they push those they only really know that they can count on them to toe the line. I have seen this time and time again. Oh, and they give you feedback that you were so close but you weren’t the most qualified candidate even though you probably were. I wish you all luck! They aren’t even utilizing previous performance! That says it all!
Every selection representative will be amazed to see that each candidate’s short and long term career plans happen to perfectly align with the roles they are applying for. Wow, mystical!
Now, let’s simplify further and just issue a memo to the selection representatives that, in the absence of a short term career plan on a talent profile, to assume that the candidates plans might just align with the jobs they’ve applied for?
This place is so cooked.
In the Short Term field I’m putting 3-4 bullet points that directly reflect the positions I’m applying for. No one has time to read more than that. Think buzz words. It’s all smoke and mirrors anyway to make us feel like we have contributed to helping ourselves get a position when they already know who they want to keep.
The only reason we’ve been asked to look at talent cards now is because it’s literally the only guidance management can give us, and the only thing we have control over, until May/June? Like, we can’t give you any useful information, and there’s nothing you can really do until May, so, erm, fill in this talent card that no one will read, I guess?
Rep: If you cannot follow a very simple Talent card instruction, you're not not getting a job on my watch
Im going to blow it off. What are they going to do? Fire me?
Ah yes, talent cards. In Chevron’s eternal yet misguided attempt to build a standardized process for everything, here we are with a process that is so manifestly inadequate for its intended purpose that we are having multiple training sessions instructing people how to make use of this abomination. Essentially a three-page automatically generated CV that doesn’t necessarily do a good job of representing the candidate, isn’t necessarily readable, isn’t easily authored, and can’t be customized for different roles being applied for. Yet we worship at the shrine of the Talent Card, as a shining beacon of Chevron’s ability to take a simple concept and standardize it into oblivion.
Hey OP, you might wanna check out the presentation and recording from a recent Asian Employee Network about talent cards. They included some useful tips about improving the legibility through formatting.
They've only said it like 643 times lol
Do the rest of us a favor and don't fill it in
@an+1jpbf6av9 No rep is going to have time to do all of that for each of their employees.
Besides, I doubt any of the reps would have any idea how to even find a PR, let alone judge the quality of it.
It will matter a lot - your rep will literally only have 5 minutes to represent you as they debate who will get that slot with other reps especially w the large number of candidates. That 1 1/2 pages is really the main resume to get the job and that's their main material.
If I'm the rep, aside from talking to the person, I'll probably review the details, probably call their managers, peers and people they worked for to get more intel before the big meeting.
I would probably ask for their recent work - similar to what DOGE asked for (what did you do last week). If this is for IT engineering, I'll probably check their recent repos, their PRs and even their last Agile 2 demos
Pro tip - you can print the talent profile and see what it will look like…
There is a max # of pages allowed when it prints out. It’s something like 3 pages and only will show the last 3 roles. You can list other work history for anyone curious enough to dig in the system and look it up. Spend time on your short and long term statements those count.