Thread regarding Bank of New York Mellon Corp. layoffs

BNY Mellon Job Recruiters are Prejudice

There’s actually an article on LinkedIn that says so. The solution isn’t to do anything about the prejudice job recruiters, the solution is to take the names off of all the resumes so that all the job candidates are anonymous. Doing so will lead to a better choice of candidates in the end, because in the end BNY Mellon will have no clue who the hell they are hiring! This is all according to EMEA region head Hani Kablawi. This approach is being billed as a bold stance for diversity. It’s not only for the applicants sake, but this is how they will create a work environment that encourages everybody in the organization to deliver their best.

I’m sorry but is this not the stupidest thing you’ve ever heard in you’re entire life!!! This is the type of backwards thinking that rules the corporate world of BNY Mellon.

In the end, the only thing this idea is gonna accomplish is a higher turnover rate because they hired the wrong person for the job.

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Post ID: @OP+16Gmes8C

11 replies (most recent on top)

The recruiters are a joke. And this is not coming from someone who was overlooked for promotion but rather from a hiring manager.

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Post ID: @cdur+16Gmes8C

Great post in theory, but really meaningless. Most openings behind the scenes have the person already chosen in advance, they just go through the motions for legal reasons.

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Post ID: @bhff+16Gmes8C

This solves nothing. You can hire a diverse person, but if you expect them to act or talk like the team does and they don't, then coworkers whine to managers and then managers whine to clueless HR folks, who know nothing and just appease the whiners.
All HR folks should be licensed, know and be tested on US laws and be held accountable to solve the problem not just be a mouthpiece of nothingness.

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Post ID: @9fze+16Gmes8C

It’s always going to be who you know, but I wish we would stop bringing in hacks from JPM, which makes up most new hires of more senior positions. Diversity of thought trumps diversity of looks.

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Post ID: @4xum+16Gmes8C

The system is rigged. How many times were staff asked to interview for roles, only to find out a friend, buddy, family member was hired instead. HR needed the interviews to ensure eeo compliance was being met. Forms of nepotism run rampant throughout the firm. Markets had the deutsche connection. Charlie brought Jamie Dimon’s son in law in as his right hand man. Yea I bet he was the most qualified silver spoon and probably making more than all of us.

Taking names and age related info off of resumes is a step in the right direction!!!!!

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Post ID: @3uhs+16Gmes8C

They hire their buddies, remember that. If you aren’t in the “clique” then you aren’t getting the plum jobs, you get the grunt work!

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Post ID: @3dot+16Gmes8C

It has nothing to do with prejudice. The recruiters are just clueless. Like management!

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Post ID: @2qxs+16Gmes8C

Firms career application sites should stop asking what year you graduated from school. And we should all stop putting specific years of employment on our resumes. That info allows firms to discriminate by age very simply.

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Post ID: @2dnz+16Gmes8C

Can anybody translate original post?

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Post ID: @1pwr+16Gmes8C

Most of them are from medieval / legacy times they don't like to change neither they like people with skills who bring change/ transform . .Bottom line - They don't like new recruits with confidence, transparency. If you are someone who is good at what you do with ideas to improve a legacy issue then this isnt the place . However if you are someone who is good at what is being told , passively accept and follow orders from above then you are in the right place .

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Post ID: @1dbf+16Gmes8C

I don't think it is a matter of prejudice. I believe the whole system is rigged and a game to show something has been posted when they already know who internally is getting the position via a transfer, and they just have to go through the motions.

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Post ID: @bqx+16Gmes8C

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