If you are going to join a team, and you see a lot of leaders and employees from the same previous company like ex-ABC, it is a cartel that we are talking about. So, a couple of folks were hired from a particular organization, and they kept hiring from their previous organization until they became a majority. These hirings may or may not be based on meritocracy. And even then, the biases and favoritism continue because of the previous histories and relationships. I have worked with teams where people used to wear this badge of ex-ABC all the time and used it to defend their ability instead of doing actual solid work. I am not saying these teams are bad, but it is harder for a non-ex-ABC to succeed and shine in such teams. You can choose a better team where your work speaks more than your previous employment history. #teams #workculture
I don’t think it’s fair to criticise people who take pride in having worked in an organization. If wearing an Ex-ABC badge is bad so is wearing an IIM-A badge. I’ve seen groups / tribes form out of people who studied in a particular university and those tend to be worse. Atleast folks hiring people from their former company have worked together in the past and can vouch for their actual work.
It necessarily doesn’t mean it’s bad, but overdoing it can make it toxic.. A leader once hired, may look to hiring from previous colleagues where they are suitable in the new place, thus helps him/her deliver value quicker and prove himself/herself.. It’s just the strategy of the leader.. making it feel like a crime is far fetched..
Soni Shaw quite true. I’ve seen a lot especially in banking in the UAE where some leaders prefer to hire the people they once worked with and soon it becomes (for example) a “Citibank culture” and it becomes almost impossible to break into the resultant old boys club. All this is based on the primal need to belong and to be tribal but in the modern age it can be quite dysfunctional.
Behold the illustrious domain known as "The Boys Club"! Picture it: a realm where camaraderie crackles in the air, where inside jokes echo through the halls, and where bonds are forged over shared experiences. But wait, here comes the plot twist: you, my friend, find yourself on the outside looking in. Yes, you're the daring outsider, the rogue amidst the ranks, striding confidently where others fear to tread. Expect those curious glances, those raised eyebrows that silently ask, "What's this non-member doing here?" But fear not! For you bring a breath of fresh air, a dash of unpredictability to their carefully curated circle. After all, who wants to be just another member of the club when you can be the one who colors outside the lines? Welcome to the club of misfits, where being on the outside is the ultimate badge of honor!
This is absolutely true in even startups where the initial team or even the first 50 folks are hired only from ex-organisation. This creates hive behavior and even nurtures a bullying environment. Defeats the very purpose of workplace diversity sadly.
Interesting to see this topic here, on LI. Happen a lot in towns and smaller cities, at least that is my feeling (we even laugh over here in Bratislava, that we recycle people around 4-5 companies)...it takes a lot of work to make the team sync if - as you named it - cartel is created. But I would give it a chance...maybe the shine will be that much stronger at the end 😊
Soni Shaw quite true. I’ve seen a lot especially in banking in the UAE where some leaders prefer to hire the people they once worked with and soon it becomes (for example) a “Citibank culture” and it becomes almost impossible to break into the resultant old boys club. All this is based on the primal need to belong and to be tribal but in the modern age it can be quite dysfunctional.
I experienced it first-hand... the culture was closed to feedback and mostly driven by ego. I felt like an outsider
Have worked with such a company where the CEO brought in his “own guys” from his ex company. The sad part is they were “chosen” in spite of much better talent available in the market. And their performance reflected accordingly :|
Data Science & AI | HSBC | Mentor @Descipr
5moIn the first 5 years of your career, generally, you get hired for what you know. Next 5 years the hiring mostly happens based on who you know, and then onwards it is more about who knows you. Is it good or bad? it depends on the work that you are doing. If the person can get the job done and the manager is confident about the same, it's a good deal. But does that compromise the diversity of thoughts and ideas? Well, it depends on the value adds that someone nonfamiliar can bring to the table.