Qualified WF active or displaced employees should be considered for open roles before external candidates. That's the way it used to be, but it doesn't seem to be any more.
Does anyone know the hiring guidelines and practices now?
19 replies (most recent on top)
You've got it backwards. If the externals are so great, you don't need to actively discriminate against internals that may have lost their job simply because the bank decided to close a location or get out of some LOB.
If you can’t compete with external talent, that’s on you.
Wells does not at all value anyone with tenure even if you do good work and perform, it does not matter!! It's why they are losing so much talent and circling the drain. Typical New York approach to people. F em.
Sounds like you should be more annoyed with yourself. You knew the anticipated outcome but still proceeded.
Nope! I applied to one position where I perfectly fit the job qualifications and knew the hiring manager but wasn’t selected. It turns out the hiring manager hired someone she knew from her past and did the interview to make it look like she was evaluating everyone. It’s a trend with this hiring manager so I wasn’t surprised by her actions only annoyed she wasted my time.
Long term employees are considered lazy and stupid. The attitude is that if you had any options you wouldn’t be working here, so why would they want you back once they manage to shuffle you out the door?
Employees are nothing more then an efficiency number now.
A team having industry knowledge from other institutions is kind of like diversity, unless you are actively trying to avoid it, it happens naturally and no effort is required to get it. In "the good old days" when displaced people got some consideration, it's not like we didn't also have people who had worked elsewhere...the displaced person themselves often had. It's pretty rare for someone to get a job at WF right out of school and have no other experience. A very large percentage of roles have some level experience as a minimum just to get the job.
how can you have industry knowledge when you have only worked at WF? You need to have a mix of talent. WF was a great place for employees before, but it was falling behind the industry and fintech. It was unsustainable.
Experienced WF people are seen as "old guard." We knew how to get things done and took ownership and accountability. We are now seen as uncooperative and ask too many questions, not the "Yes Men" managers want to surround themselves with to sooth their egos. Thus, they hire external candidates, specifically from where the managers used to work (looking at you JPM), despite their lack of proven experience or productivity.
This ain’t your fathers Wells Fargo. This is the new and cr-ppier Wells Fargo, where no sh--s are given about the employee. You are no longer the “competitive advantage” but rather a cog that’s easily replaced.
@haa+1mAk6KFl that is false. I turned down a written offer (for less $) and when I did not accept it did not impact my severance agreement.
They’ll prioritize them only because it’s in the agreement that they can cut your salary by like 6-% and if you don’t accept the job then you don’t get your severance.
I don't know, but F Hudson Yards.
You have to be Indian or a minority now
This new regime doesn’t care about employees or customers. The abuse is constant and they know exactly what they are doing. Every other day there is a teamwork article or email about our mental health.
RCSA is the new STAR except it’s involuntary
If someone is not deemed not worthy to keep on team, why would we want them on ours. Sure some good ones get displaced but most of the ones i’ve seen are not missed a week or so later.
Used to be iis correct until they started sending all of our jobs to India. They also had the STAR program with temp jobs you could do for up to 18 months. That is no more as well. Bottom line again is they simply don’t give a sh&t