This new hire was hired on the basis of being able to work in a certain application based on resume and interview. Some weeks into the new job the new hire confessed to not having any experience in the application before coming into the company. The hire requires extensive training to get up to speed and is performing at a level well below the salary and position grade. This hire misrepresented themselves as being highly skilled in the application on the Team’s skill set documents and was made to change to no skills.
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You know they don’t hire from prestigious schools anymore . It is all from HBCUs
Is this still a thread that people are seriously interested in? This is 100% not unique to Chevron and has almost Zero to do with layoffs.
Focus, people. Focus.
Loser from a&m for sure. One less maroon polo on Fridays.
This person is obviously management material.
are you an observer of a new hire who's a newly minted MBA from management consultancy? Then fear not it the normal operating condition.
Poooooooor aggy.
Everyone lies on their resume. It’s up to the interviewer to ferret out the lies.
This happens all the time and then they expect some “leader” down the road to deal with it! TOO LATE!
I bet the new hire is from T A&M, no doubt about it.
They probably used AI on the resume. They are pushing everyone to use AI, but do they really have that skill! LOL
Well, you reported it to the right people, the clowns on the layoff site. that should fix it!
Squarely falls on the hiring team. All listed experience should be dug into during interviews. Everyone overstates their qualifications to get a foot in the door. It’s up to the hiring team to ensure alignment.
Thats right the burden of this NH has been shifted to the team causing underperformance in providing excellent technical support. It seems the interviewers were very played by this person’s resume, which IMHO was too good to be true and the interviewers got so played did not ask very probing questions as to if this candidate could perform certain technical work inside the application. This NH has been unable to come in and take command and drive the technical support like people who have had onsite experience working for LGC SLB Petrosys, etc.
it was never about the skillset (except for a contractor) - anyone can learn. but does this individual have the enthusiasm, temperament, curiosity and intelligence to learn and be open to growth? if so then CVX made the right choice because here is where all that goes to a protracted death over a '"career." If this person has a know it all attitude then a grave error has been made in the favor of that individual.
Place in Future Leaders Program (FLP) immediately.
Isn't there a way to give feedback on workday anonymously or where they can't see it was you? They should be fired anyways
Two problems here. One is the embellished resume not matching actual skill set. The other is not being able to learn on the fly. As a geo- petrotech at CVX, I interned using Landmark, then FT with EPOS, and then moved on to Petrel. Large companies deploy new core software systems every 6-8 years now. If you cannot pivot and learn new tricks quickly you are not going to be successful at CVX. Especially in an environment filled with layoffs and musical-chair ROMs. New hire probably got straight A grades at LSU or T A&M.
Give them a promotion?
New hires are typically in a probation period. If he misrepresented his skills in the resume then you have the legal ground to let that person go. It is much easier letting that person go during the probation period. Otherwise you will have to performance manage that person.
It’s clear that the team members responsible for the functional interview failed in their job. It was their responsibility to validate the skills and competence of candidates, and they didn’t do it. Candidates embellish on resumes all the time, and it’s their job to see through that. If they can’t do that, they don’t belong here and should be fired with the NH.
In any other company, second-level management would step up, make the tough calls, and ensure the right team is in place. But we're not like other companies, are we? So, instead of fixing the issue, the burden will likely fall on the coworkers of the NH, who will have to carry the extra weight. Meanwhile, the NH will be shuffled off to another team as quickly as possible in an upcoming PDC.