Pros
-Good Benefits
-Paid Lunch
-Ability to work with and support many great teams at the properties
-TA Managers are great and support their team, actually defending their team based off the amount given, unfortunately toxic leadership has forced them all out of the department.
-MGM seems like a great company to work for, Just not in Talent Acquisition.
Cons
-Leadership creates a toxic environment where no one wants to be there or help to support the company. Property teams are what really makes the role enjoyable and makes you want to do your job. Kudos to Talent Management and Workforce Management, you guys are are the staple.
-Unrealistic expectations, supporting multiple properties, unrealistic requisition loads (100+) often, Started out as having 20-30 requisitions as a normal work load, then went to 50-60, and then the normal was 70-80. You will just be told you are not managing your time well enough if it is too much for you.
-You will get moved around to different properties too often even right after you have been settled in and created strong relationships with the property because other people in the department leave so often and do not have enough support. The work just gets pushed around.
-Leadership is not aligned with process direction, one member will tell you one thing and another will tell you something else.
-Hypocritical leadership, setting expectations for hiring processes but hiring candidates themselves outside of that process within the department. Leadership sets an expectation to interview at least 3 diverse candidates for any role but will blatantly open up their own roles, have many candidates apply and only interview the candidate they know they are already going to be hiring because they are their buddy.
-Leadership promoting all their buddies in their corner, consistently promoting employees who is less qualified and has experience/knowledge of the role.
-A manager went on leave for quite some time, no support from leadership while they were out, new senior manager was hired on and had zero TA experience but knew the CEO, bypassing many strong candidates that would be a great fit for the role, big morale blow to the team with that one.
-Extremely high turnover on the team, leadership says its normal but its not, very few people staying for longer than 6 months, leaving with no notice, leaving to go work with the property teams outside the department.
-Leadership will not support their best employees or their growth. Managers are notified if you apply anywhere in the company and will try to put a stop to it or draw it out as long as possible.
-You will be interviewing people for the teams hiring events (about 2 hiring events per week) These hiring events are all day long so there goes 2 out of 5 days of your work week while expectations still remain the same to manage and recruit for 100+ positions. This is hiring for high turnover positions because the managers at the properties do not want to the hiring on their own/take the time to do it.
-Hired on as a hybrid employee but leadership uses punishment tactics like taking away hybrid employment as a form of punishment for performance of not being able to support 100+ requisitions.