Let's just cut the nepotism complaints. Yes, kids of Chevron employees get automatic interview privileges as a courtesy to the family. But it doesn't affect the recruiters' decisions. I've interviewed Chevkids but never offered a position. I've interviewed kids that are well connected but never offered them a job. I would have in either situation IF they were the top candidate. Think about it... Do you think I, as a recruiter, give a crap who your dad is? Is he going to give me an R&A for hiring his frat son? Nope, don't give a rip. I work with Chevkids too... 2 of them were entitled snobs that got fired for drugs. The other 3 that I currently work with are cool, hard-working guys that went to different colleges than me. And my parents aren't in the industry at all, so don't even try to pin me as a nepo.
12 replies (most recent on top)
And how many of the interns are offspring of Chevron managers? Nepotism rules, even in the Hunger Games.
I'm a recruiter for enterprise hiring. They released the numbers last week to all recruiters through a ppt on the SharePoint. I can't remember the exact number, but hiring is marching on at a dimished target. It's a very competitive year for the interns, I was a mentor this year and heard that HR described it as Hunger Games.
Yes I agree. I am 27 and had no mentoring. No one here knows the work. It's so liberal I just went to the field on my own. And I learned a ton. I have a ME from a great school and interviewingredients outside of this industry.
The best manager I ever worked for at CVX had a kid graduating in ME and couldn't get hired because his grades and experience didn't compete with the top candidates. He met the minimums but there are a lot of candidates who meet the minimums so the system worked. Honestly if that kid matched his dad's work ethic the company would have been better off with him getting hired, but it didn't happen.
Very true, the numbers are dwindling. It's only a sign of the times.
NA enterprise university recruiting continues but to put it in perspective, 3 yrs ago there were over a hundred ES interns, last year around 60 and this year around 30. In 2012/ 2013, there were around 80 college fulltime hires, last year around 30, and maybe 10 this year. This is for all the NA busines units &
ETC. The numbers wiil be much lower this season. For at least the next couple years, it will be very, very difficult to get in as a campus recruited intern and nearly impossible to get in as a direct fulltime hire. Sad but true.
Only the ones that can spell
I am not sure what your degree is in, if it is PE, keep trying, hoping, and praying. If it is ME/CE/EE or anything else, honestly, look for a different sector/industry. This oil and gas is as stable as a crack whore lol
Agreed, the company should only employ the top greenhorn candidates . The very few who receive 1s should be hired .
Good post, Anon140189. I agree with you in that there needs to be a controlled ratio between experienced hires and greenhorn (CREST) hires. Obviously we need new blood to replace the eventual retirees. Those new hires need to be properly groomed and constantly evaluated to ensure we keep the right ones and jettison the wrong ones. This is essential to be a top-flight O&G company. About nepotism... it seldom benefits the company and is something that's difficult to control because of the politics involved. But a company like ours shouldn't disqualify the son, daughter or family member of an active employee just because there is a relation. Like any hire, the applicant's qualifications will dictate whether they can be an asset to the company. Nepotism can controlled through strict adherence to company policy to ensure favoritism or influence is not present. For instance, the new employee will not be able to work in the same BU where they have a relative working. The new employee will be evaluated on their own performance without outside influence. The employee's supervisor and the department's manager are made aware the employee has a relative elsewhere and both supervisor and manager understand their own positions are at risk if collusion is found to exist.
hahaha.... With the nepotism culture we have, almost 30$ oil and our dear leaders going all in? It will be very difficult unless your uncles last name is Watson or you have a pic of him going down on a horse. To elaborate on CREST hires. Enough of that please!! In my BU there are nothing but young kids who have never done a REAL project. They don't have the experience of actually doing engineering/work much less be able to manage it. You need to have the experience, the in the trenches work,(you know, what our contractors do) to be able to manage it. I'm not knocking CREST hires but they should, IMO, get 1 CREST for every 10 year veteran. It's aweful the level of incompetence running around with no real consequences for the actions. It can't last and it isn't. Ray Charles can see that. Rant over!