Indian founder claims she rejected Gen Z candidate who asked ‘What’s your firm called?’
In a recent interview, Mahima Jalan, the Dubai-based Indian Founder of Sorted Brand, shared a surprising encounter with a Gen Z candidate who asked her a question that left her “taken aback.” The candidate, who was presumably applying for a position at Sorted Brand, asked Jalan, “What’s your company called and what do you do?” This question, which may seem innocuous to some, was deemed a major faux pas by Jalan, who emphasized that not knowing basic details about a company is a sign of poor work etiquette.
Jalan’s response to the candidate’s question has sparked a heated debate about the expectations of job applicants, particularly those from the Gen Z demographic. While some may argue that the candidate’s question was a legitimate inquiry, Jalan’s perspective is that it demonstrates a lack of preparation and research on the part of the applicant. In her words, “Not knowing basic details is poor work etiquette. Being young isn’t an excuse.” This statement suggests that Jalan believes that regardless of age or experience, job applicants should be expected to do their due diligence and familiarize themselves with the company they are applying to.
The exchange between Jalan and the candidate was made public after an X user asked about her response to the candidate’s question. Jalan’s reply, “Didn’t hire him,” was straightforward and unequivocal, leaving no doubt about the outcome of the candidate’s application. This response has been met with a mix of reactions, with some people praising Jalan for upholding high standards and others criticizing her for being too harsh.
The incident raises important questions about the role of research and preparation in the job application process. In today’s digital age, it is easier than ever for applicants to access information about a company, its products or services, and its values and mission. With just a few clicks, candidates can learn about a company’s history, leadership, and culture, as well as its current projects and initiatives. Given the ease of access to this information, it is reasonable to expect that job applicants will take the time to do their research and come prepared to an interview.
Moreover, Jalan’s experience highlights the importance of first impressions in the hiring process. A candidate’s lack of preparation and knowledge about a company can create a negative impression, which can be difficult to overcome. In a competitive job market, where multiple candidates may be vying for the same position, a simple mistake like not knowing a company’s name or purpose can be the difference between getting hired and being rejected.
On the other hand, some may argue that Jalan’s expectations are too high, particularly for Gen Z candidates who may be new to the job market and still learning the ropes. They may point out that the candidate’s question was a genuine inquiry, rather than a sign of laziness or lack of preparation. Additionally, they may suggest that Jalan’s response was too harsh, and that she should have taken the opportunity to educate the candidate about her company, rather than simply rejecting him.
Ultimately, the debate surrounding Jalan’s experience highlights the complexities of the job application process and the varying expectations of employers and applicants. While some may view Jalan’s response as too severe, others will see it as a necessary measure to ensure that only the most qualified and prepared candidates are hired. As the job market continues to evolve, it is likely that we will see more discussions about the role of research and preparation in the hiring process, and the expectations of employers and applicants.
In conclusion, Mahima Jalan’s experience with the Gen Z candidate serves as a reminder of the importance of research and preparation in the job application process. While the candidate’s question may have been a genuine inquiry, it was perceived as a sign of poor work etiquette by Jalan. As the job market becomes increasingly competitive, it is essential for applicants to do their due diligence and familiarize themselves with the companies they are applying to. By doing so, they can create a positive impression and demonstrate their enthusiasm and interest in the position.
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