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 concerning experience she had with a Gen Z candidate during a job interview. The candidate, who was presumably eager to learn more about the company, asked Jalan a question that left her “taken aback”: “What’s your company called and what do you do?” This seemingly innocent question raised a red flag for Jalan, who felt that the candidate’s lack of research and preparation was a sign of poor work etiquette.
Jalan’s response to the candidate’s question was straightforward: “Not knowing basic details is poor work etiquette. Being young isn’t an excuse.” This statement sparked a debate about the expectations of job candidates, particularly those from the Gen Z demographic. While some may argue that the candidate’s question was a legitimate attempt to learn more about the company, Jalan’s perspective highlights the importance of doing one’s homework before an interview.
In today’s digital age, it’s easier than ever to research a company and its founder. A simple Google search can provide a wealth of information about a company’s mission, values, and products. Therefore, it’s reasonable to expect that a job candidate would take the time to learn about the company they’re applying to. Jalan’s experience suggests that this may not always be the case, particularly among younger candidates who may be more accustomed to instant gratification and less inclined to do their due diligence.
After an X user asked about her response to the candidate’s question, Jalan replied, “Didn’t hire him.” This outcome is not surprising, given Jalan’s emphasis on the importance of preparation and research. As a founder, Jalan likely values candidates who are proactive, motivated, and willing to put in the effort to learn about the company and its values.
This incident raises important questions about the skills and expectations of Gen Z candidates. While they may be digital natives with a strong understanding of social media and technology, they may also be lacking in certain soft skills, such as research and preparation. As the job market continues to evolve, it’s essential for candidates to develop a strong foundation in these skills to remain competitive.
Furthermore, Jalan’s experience highlights the need for candidates to be curious and proactive in their job search. Rather than simply applying to numerous jobs and hoping for the best, candidates should be taking the time to research each company and tailor their application materials accordingly. This approach not only shows respect for the company and its founder but also demonstrates a genuine interest in the role and the industry.
In conclusion, Mahima Jalan’s experience with the Gen Z candidate serves as a reminder of the importance of preparation and research in the job search process. While being young may not be an excuse for lack of knowledge, it’s also an opportunity for candidates to learn and grow. By taking the time to research a company and its values, candidates can demonstrate their enthusiasm and commitment to the role, increasing their chances of success in the hiring process.
As the job market continues to evolve, it’s essential for candidates to stay ahead of the curve by developing strong research and preparation skills. This includes learning about the company, its products, and its values, as well as practicing common interview questions and preparing thoughtful questions to ask the interviewer. By doing so, candidates can show that they’re proactive, motivated, and willing to put in the effort to succeed.
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