DBS Management Associate Program 2015

Originally Posted by Unregistered

This isn't necessarily true. My friend at DBS mentioned that EMAPs have moved across to different teams (but perhaps in the same overall division, e.g. CBG). Probably a function of fit, needs, timing, and performance, but the point is there seems to be flexibility in the future.

Your friend could have referred to the past MA batches with flexibility. EMAP this is the first batch with flexibility during rotation but no flexibility in the final destination after the 1 year based on OP views.

Originally Posted by Unregistered

This isn't necessarily true. My friend at DBS mentioned that EMAPs have moved across to different teams (but perhaps in the same overall division, e.g. CBG). Probably a function of fit, needs, timing, and performance, but the point is there seems to be flexibility in the future.

Yeap there is always a possibility for internal movement, as with in most banks. I think your friend at DBS was talking about past year MAPs since this is the first time DBS is offering the EMAP programme.

Anyways HR did a good job laying down the expectations before the panel, so I won’t say the eventual placement with specific teams is “crazy”.

Originally Posted by Unregistered

All tracks also 1 team that interviewed. So it’s normal.

Bro/Sis, you really believe that "1" team is so free to interview all EMAPs in the track ha?

Originally Posted by Unregistered

Would Harvard MBA overqualified?

Yes and no, depending on how the program is structured.

it will be interesting to see how to balance out a smart young chap with 3 yr exp vs. a seasoned veteran (not necessarily from banking) with 9 yr exp (let's assume). If it happens

Originally Posted by Unregistered

it will be interesting to see how to balance out a smart young chap with 3 yr exp vs. a seasoned veteran (not necessarily from banking) with 9 yr exp (let's assume). If it happens

clearly the candidate with 9 year exp will have a huge advantage over the 3 years candidate. good luck to those with little years of exp, likely the 3 to 5 years chaps are made used for filling up vacancies for various stages and end up nothing in the end with so few vacancies available.

That is how many companies hiring works, calling up inferior credentials candidates but hit minimum entry criteria for various stages with no intend to hire these poor chaps, so that hirers can act act to show that they are doing their daily job & have things to do.

Originally Posted by Unregistered

I’ve checked this with the HR representative and they are only looking to take in 11 in total for SG EMAP.

What!!!! serious!!!! i will be super super godliked angry If I don't clear the panel + get into the program. by having so many people for various stages but so few people that can get in it is surely a waste of my time for even applying for this program.

So many months of waiting and uncertainty (nearly half a year!!!!) ......... + the extraordinary amount of effort and time needed to prepare for the many stages (at least 2 full weeks of my lifetime spent on this!!!!) ....... This is simply not worthwhile with the miserable number of 11 chosen in the end out of thousand over initial applicants!

F***ing hell. pui

Originally Posted by Unregistered

What!!!! serious!!!! i will be super super godliked angry If I don't clear the panel + get into the program. by having so many people for various stages but so few people that can get in it is surely a waste of my time for even applying for this program.

So many months of waiting and uncertainty (nearly half a year!!!!) ......... + the extraordinary amount of effort and time needed to prepare for the many stages (at least 2 full weeks of my lifetime spent on this!!!!) ....... This is simply not worthwhile with the miserable number of 11 chosen in the end out of thousand over initial applicants!

F***ing hell. pui

Banking programs have always been highly selective... if you can’t handle the competition and pressure than don’t apply in the first place?

Originally Posted by Unregistered

What!!!! serious!!!! i will be super super godliked angry If I don't clear the panel + get into the program. by having so many people for various stages but so few people that can get in it is surely a waste of my time for even applying for this program.

So many months of waiting and uncertainty (nearly half a year!!!!) ......... + the extraordinary amount of effort and time needed to prepare for the many stages (at least 2 full weeks of my lifetime spent on this!!!!) ....... This is simply not worthwhile with the miserable number of 11 chosen in the end out of thousand over initial applicants!

F***ing hell. pui

err.. isnt this the same for most grad programs? if you havent already know, this is the norm hiring process for most companies with grad programs (be it undergrad or postgrad)...

do adjust ur expectations.....

Originally Posted by Unregistered

clearly the candidate with 9 year exp will have a huge advantage over the 3 years candidate. good luck to those with little years of exp, likely the 3 to 5 years chaps are made used for filling up vacancies for various stages and end up nothing in the end with so few vacancies available.

That is how many companies hiring works, calling up inferior credentials candidates but hit minimum entry criteria for various stages with no intend to hire these poor chaps, so that hirers can act act to show that they are doing their daily job & have things to do.

Hypothetically speaking, what makes you think that a candidate with fewer years of direct experience in banking is less favourable than another with more years of unrelated experience? If I’m looking to hire a person, would I not prefer to have someone who already knows the job scope and how to navigate in the industry? Especially if they are younger and more malleable, and not to mention the staffing cost will be lower.

Not saying that one type of candidates is necessarily better than another. The point is each candidate offers a unique package, and experience alone (without considering the relevance and quality of that experience) does not mean the candidate is stronger.