Blackstone Group Inc., BX 0.46% one of the most coveted employers on Wall Street, is throwing out a key section of its recruiting playbook in a bid to improve its hiring process and increase diversity.
The investing giant and its private-equity peers have long engaged in a yearly race to pluck junior investment bankers already trained in spreadsheet and PowerPoint wizardry from firms such as Goldman Sachs Group Inc. and Morgan Stanley. The prize for those lucky enough to make the jump: entry-level jobs that can pay as much as $300,000 a year at some firms.
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How do you think a more diverse talent pool would change Blackstone? Join the conversation below.
Now Blackstone officials say the firm plans to sit out that contest in favor of on-campus recruiting, already its main source of talent and one that it is expanding to bring in more candidates directly from schools, including historically black colleges and universities and women’s colleges. Blackstone, which has been working for years to extend its campus reach, says it will directly recruit from 44 schools this academic year. That is up from just nine in 2015.
The change has been in the works since last year, but Blackstone is implementing it at a moment when companies are grappling with how to address racial inequality following the killing of George Floyd, an African-American man, while in custody of Minneapolis police.
Globally, 40% of Blackstone’s current incoming class of analysts are women, up from less than 20% in 2015. Nearly half of the members of its incoming U.S. analyst class are women or minorities, and the firm says half of its major businesses have a woman or minority as one of the top two leaders. But officials at Blackstone, which doesn’t disclose overall diversity figures, acknowledge they have a lot of work to do to transform a business that is still overwhelmingly white and male, especially in its uppermost ranks—as is the case with most of its main rivals.
‘We can widen our aperture of applicants to include a much more diverse group of people,’ says Paige Ross, Blackstone’s global head of human resources. PHOTO: BLACKSTONE
Given its heft and prestige, Blackstone’s decision to sit out the bank-recruitment rush has the potential to influence how other firms find talent in an industry in which only 11.5% of senior executives are women, according to a February report by Preqin, and an even smaller percentage are black or Hispanic.
Blackstone, the largest buyout firm with $538 billion of assets, received nearly 15,000 applications for just 90 full-time analyst roles that started last year. It has two main sources of new junior talent: campuses and investment banks, which have their own hotly competitive entry-level hiring operations.
In the case of the latter, recruitment used to happen during the summer after applicants’ first year on the job, but it has steadily crept forward as private-equity firms jump the starting gun in hopes of securing the best candidates. In 2019, recruiting took place in September, just a couple months after candidates began working at banks—for roles that wouldn’t start until summer 2021.
Blackstone Group Inc., BX 0.46% one of the most coveted employers on Wall Street, is throwing out a key section of its recruiting playbook in a bid to improve its hiring process and increase diversity.
The investing giant and its private-equity peers have long engaged in a yearly race to pluck junior investment bankers already trained in spreadsheet and PowerPoint wizardry from firms such as Goldman Sachs Group Inc. and Morgan Stanley. The prize for those lucky enough to make the jump: entry-level jobs that can pay as much as $300,000 a year at some firms.
SHARE YOUR THOUGHTSHow do you think a more diverse talent pool would change Blackstone? Join the conversation below.
Now Blackstone officials say the firm plans to sit out that contest in favor of on-campus recruiting, already its main source of talent and one that it is expanding to bring in more candidates directly from schools, including historically black colleges and universities and women’s colleges. Blackstone, which has been working for years to extend its campus reach, says it will directly recruit from 44 schools this academic year. That is up from just nine in 2015.
The change has been in the works since last year, but Blackstone is implementing it at a moment when companies are grappling with how to address racial inequality following the killing of George Floyd, an African-American man, while in custody of Minneapolis police.
Globally, 40% of Blackstone’s current incoming class of analysts are women, up from less than 20% in 2015. Nearly half of the members of its incoming U.S. analyst class are women or minorities, and the firm says half of its major businesses have a woman or minority as one of the top two leaders. But officials at Blackstone, which doesn’t disclose overall diversity figures, acknowledge they have a lot of work to do to transform a business that is still overwhelmingly white and male, especially in its uppermost ranks—as is the case with most of its main rivals.
Given its heft and prestige, Blackstone’s decision to sit out the bank-recruitment rush has the potential to influence how other firms find talent in an industry in which only 11.5% of senior executives are women, according to a February report by Preqin, and an even smaller percentage are black or Hispanic.
Blackstone, the largest buyout firm with $538 billion of assets, received nearly 15,000 applications for just 90 full-time analyst roles that started last year. It has two main sources of new junior talent: campuses and investment banks, which have their own hotly competitive entry-level hiring operations.
In the case of the latter, recruitment used to happen during the summer after applicants’ first year on the job, but it has steadily crept forward as private-equity firms jump the starting gun in hopes of securing the best candidates. In 2019, recruiting took place in September, just a couple months after candidates began working at banks—for roles that wouldn’t start until summer 2021.
No job/university is immune to this.
怎么融洽同子女的关系?
·不要监控孩子的电话，尊重其隐私权。
·对孩子的朋友要和蔼可亲，但不要同他们过于亲近。不要侵入他（她）的天地。
·不要在他人面前夸奖孩子，这样会使其尴尬。
·不要在他人面前批评或斥责孩子。如果必须要这样做的话，应该在无人的时候。
·母亲在他人面前要注意服饰。母亲的形象不整洁，孩子会感到羞耻。
·如果你的孩子参加学校的演出，他（她）在舞台上时你不要打手势，这样会令他（她）紧张，甚至出错。
·孩子和你一起坐自己家的车出门时，不要把汽车收音机调到你所喜爱的频道。让孩子挑选电台，但可要求他调低音量。
·在子女需要帮助时要给予帮助，但要注意方法。
·子女在一定的阶段就像需要食品一样需要爱抚，但是爱抚要适可而止，不要在公开场合这样做，更不要在朋友面前这样做。
·不要让你的孩子在外人面前表现他的“本事”，如朗诵、唱歌、跳舞或弹钢琴。如果你为他的本领自豪并希望让人家看到，那就对他提出请求。如果父母坚持让他们在外人面前表现本领，有的孩子会感觉自己像马戏团的猴子。
·不要向他的朋友和亲属讲他的怪癖，尤其不要当他的面前。任何孩子都不愿意别人知道自己的隐私。
·不要让他失去对你的信赖。他向你透露的秘密，你不要告诉别人。你一定要完全尊重他的意愿。
·在他面前不要说谎。他看到自己的父母说谎或弄虚作假，就会感觉不好。例如，父母在某人背后说坏话，而当面又装出热情的样子，孩子就会反感。
下页：父母教育是家庭教育成败的关键
认为High Tech可以
不用看了 LOL
这种event最benefit的是伶牙俐齿的白娃娃，小中被招的很多都是做分析和后台技术支持。为他人做嫁衣裳。
一位HR 高管，专门负责每年招收新生的，她暗示到几家投行还是有固定学校名单的，主要去那些学校招生。那天参观他们公司的时候也了解到投行现在及今后的发展策略的端倪。还是很感谢有这个机会参观该公司，能了解更多的信息。
进投行要先进藤，我就知道这一点点
这些都是国内非常有名的中学出来的。他们特别擅长考高分，但是理论知识不扎实，融汇贯通能力普遍没有这里长大的小中们强，干活能力也不强。
招他的hiring partner是个黑人，说律所partner 中少数民族太少，叫他好好干。现在他已经做了快5年了，干的不错
有时候再三启发也无济于事。也有可能是学的专业比较热门，是大杂烩型的。所以啥都没学深。
普遍来讲这里长大的学生基础比较扎实。不知道为啥？
你说的“基础比较扎实”是指哪方面的知识？要是数理化方面的，真有点费解。
他说感觉多数同学都不看书，老师讲课也是按着大家都不看书的路子讲。
就是从学过的东西类推没学过的。感觉这里的教育注重first principle thinking。这样学的慢，但是以后快。还有这里的孩子学习以兴趣为主，以热门为次。
我猜有一个可能，同样的GPA和SAT，小留比小中花更多的时间刷题，多到把脑子给刷僵的程度。
还有一个可能，你的样本比较小，偏巧碰上几个这样的。有国内高中搞奥数出来的吗？
当时每周一考，考题从教科书偏偏角角地抠出来，非得仔细看书才成。
后来学理科课程，好像没大看过教科书。
我感觉大量中间/中上是你说的，上面的要兴趣driven，这儿会更纯粹些
我家大的理科不看书，小的有兴趣看书，更透彻些
我的样本主要在小留集中的热门专业里。这些专业里还没见过搞过奥数的。
我们主要观察的是几个方面：对待不确定和不完全information的反应，对待team里不同opinioin的反应，leadership，teamwork，分析能力，表达能力。很少有人样样都拿高分。然后每个组的大拿们根据自己组的match来挑。有比较全面的applicant能得到两三个组的青睐。但是你如果别的不行，一项特别突出，而且碰巧有个组就需要你这方面的，那也能拿到offer。
白人和其他种族大部分都是文科和法学，和别的藤校完全没有差别。
你的观察很有意思。你说的旗舰州大都是哪几个学校？
这是本科。博士里一般都是M， P， H， Y， C， 后三个大多是法学。
C 是疙瘩还是康？