Indian founder claims she rejected Gen Z candidate who asked ‘What’s your firm called?’
In a shocking turn of events, Mahima Jalan, the Dubai-based Indian Founder of Sorted Brand, has claimed that she was left speechless after a Gen Z candidate asked her a question that she deemed to be a basic and essential piece of information. According to Jalan, the candidate in question asked her, “What’s your company called and what do you do?” during an interview. This lack of knowledge about the company left Jalan “taken aback” and ultimately led to the candidate not getting hired.
Jalan’s reaction to the candidate’s question has sparked a heated debate about the expectations and responsibilities of job seekers, particularly those from the Gen Z demographic. The founder’s comments have also raised questions about the level of preparation and research that candidates should be expected to undertake before attending an interview.
In a response to a user on X, Jalan stated, “Not knowing basic details is poor work etiquette. Being young isn’t an excuse.” This statement suggests that Jalan believes that a lack of knowledge about the company is not acceptable, regardless of the candidate’s age or level of experience. When asked about her response to the candidate’s question, Jalan simply replied, “Didn’t hire him.”
This incident highlights the importance of research and preparation in the job search process. In today’s digital age, it is easier than ever for candidates to find information about a company, its products or services, and its values and mission. With just a few clicks, candidates can access a wealth of information about a company, including its website, social media profiles, and news articles.
In fact, many companies expect candidates to have a basic understanding of their business and operations before attending an interview. This includes knowledge of the company’s products or services, its target market, and its competitors. By doing their research, candidates can demonstrate their interest in the company and the role, as well as their ability to think critically and strategically.
Jalan’s experience with the Gen Z candidate also raises questions about the role of technology in the job search process. With the rise of social media and online job boards, it is easier than ever for candidates to apply for jobs without doing their due diligence. This can lead to a lack of preparation and research, as candidates may rely on their resume and cover letter to speak for themselves, rather than taking the time to learn about the company and the role.
However, Jalan’s comments have also been criticized by some, who argue that the founder’s expectations are unrealistic and that the candidate’s question was not necessarily a deal-breaker. Some have pointed out that the candidate may have been nervous or unsure of how to answer the question, and that Jalan’s reaction was overly harsh.
Ultimately, the incident highlights the importance of communication and mutual understanding in the job search process. While candidates have a responsibility to do their research and prepare for interviews, companies also have a responsibility to provide clear and concise information about their business and operations. By working together, candidates and companies can build a stronger and more effective relationship, one that is based on mutual respect and understanding.
In conclusion, the incident involving Mahima Jalan and the Gen Z candidate serves as a reminder of the importance of research and preparation in the job search process. While it is understandable that candidates may not have all the answers, a basic understanding of the company and its operations is essential. As Jalan so aptly put it, “Not knowing basic details is poor work etiquette. Being young isn’t an excuse.”
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