GE is replacing the experienced and well compensated Sr. Technical people that are being layed off with new grads. The job posting is on indeed.com. And I thought the company couldn’t sink any lower...
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Most Edisons leave the company around years 5 to 10 ( personal experience). My Edison batch, currently has 4 out of the original 18 still with the company . The fact is GE pay is not the best , and the benefits once decent (Cadillac health plan , and the pension plan is not going to be around for much long) are down the toilet - hence no incentive to sacrifice on pay.
As much as I enjoyed the program and rotations, I am happy I left GE when I did. Saw lot of people who could have left and done very well ( career growth and financially) elsewhere staying put - either drinking GE Kool aid about the privilege of working for the company , being complacent or banking on pension benefit .
I've worked with Edisons. They are all nice kids. And they are cheap, very cheap. But, you get what you pay for. The lack of experience and training shows. In my field, the lack of advanced degree also shows. Saving $$ at cost of quality...
I agree that most are good kids from my experience as well. GE doesn’t care about optics unless it could get them sued. GE Greenville was hiring during the last layoff in March and posted new positions before those layed off left the site.
Most of them (in my exp) are good kids. The optics are terrible though...hiring new engineering grads in the midst of a massive tech layoff.
If the Edison’s candidates were smart they wouldn’t consider a horrible company like GE.
To their credit, Ed's are fast learners and hard workers, but the problem is they don't stay very long with GE. They move on to other company's. There appears to be a general understanding within management concerning this, hence why they hold on to the 'oldies', but only to a point.
GE Power and Aviation did stop hiring Edison's in the past and ended up with a big gap in the employee demographics and less of a presence or relationship with college career centers. It's analogous to a college football team not recruiting new players one season, you have few back-ups or experienced seniors down the road. This is not a cost play but a recognition if you plan on being viable in the future you still have to continue to bring in new college grads.
No effort is being made to re-assign folks as an alternatiive to layoff. In other words, GE will hire a new grad with no experience to fill a job you are qualified for, in your business and even in the same location, rather than give you that opportunity.