I've been told by multiple 25-26s from the 26+ round that their selection rep strongly suggested they apply for certain jobs, even ones people didn't necessarily want. These people ended up getting the jobs their selection reps strongly suggested. Now, is this just the selection rep giving the needed advice to people in that round by understanding the available jobs more clearly? Or is this a matter of the selection rep already knowing which people were the preferred candidates for those jobs? I've sort of gotten the impression that it's the latter now that I've seen the job spread. I wonder if the 25 and below round is going to play out the same way?
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Did you notice that there are specific positions with senior in the title or in a different pay scale grade or reserved for a certain expat or relo. They didn’t pull those randomly out of a hat: they filled the org chart first with names and added support or volume based positions after.
For the majority of roles, they know exactly who they have in mind
@az+1 Job Owner is the final decision maker - period... according to training for job owners and selection reps
Who in the room has the decision power: Job Owner solely or a collaborative decision between Job Owner and Selection Rep? I tend to believe Job Owner has the sole authority. Anyone has any insight? If the Selection Rep is not Job Owner, I don’t think much of help will come from the Selection Rep. Even worse that for many of us, Selection Rep does not know the people who she/he represents.
The whole process is in place so you think you have an opportunity or choice. You don’t. The upper levels were set and the field positions all but frozen. So the middle section is the only one really going through this and you can bet they know what they want to do with 90% of those roles.
Were you in the 2020 transformation. Because that is exactly what happened to certain people they wanted to retain. It was everyone for themselves after that.
I mean…kinda? I definitely got told not to apply for jobs a psg higher. Also steered towards some jobs that would be “good”. But they were jobs I’d done before so that wasn’t any deep insight. I have heard people getting advice to not post for a role because it was “taken” or wasn’t really relocation/expat eligible despite what the posting said.
Decisions have been made.
If this is the case then the illusion of having an opportunity to get a job is anything but “nice”. It’s abusive and hostile.
The org structure and desired people for the most part is already known. This is part of the "Chevron nice" culture that is prevalent so they have a defense against being sued. Every other more efficient company would have just created the org chart, placed people, and then just laid off the ones that didn't get selected. This all could have been over in a matter of a couple months. A very small percentage of positions are probably open that people can actually apply and be selected for.