Indian founder claims she rejected Gen Z candidate who asked ‘What’s your firm called?’
In a recent incident, Mahima Jalan, the Dubai-based Indian founder of Sorted Brand, shared her experience of interviewing a Gen Z candidate who left her “taken aback” due to his lack of preparation. The candidate’s question, “What’s your company called and what do you do?” raised concerns about the work etiquette of the younger generation. Jalan expressed her disappointment, stating that not knowing basic details about the company is a sign of poor work etiquette, and being young is not an excuse for such behavior.
The incident highlights the importance of research and preparation in the job search process. In today’s digital age, it is easier than ever to find information about a company, its products, and its mission. A simple Google search can provide a wealth of information about a company, and it is expected that job candidates will do their due diligence before applying for a position. Jalan’s experience suggests that some Gen Z candidates may not be taking this step, which can be a major turn-off for employers.
Jalan’s response to the candidate’s question was firm but fair. She stated that she did not hire the candidate, citing his lack of preparation as the reason. This decision may seem harsh to some, but it is a reflection of the high standards that employers expect from their employees. In a competitive job market, candidates need to demonstrate their skills, knowledge, and enthusiasm for the company and the role they are applying for. A lack of preparation can be seen as a sign of laziness or a lack of interest in the company, which can be a major obstacle to getting hired.
The incident has sparked a debate about the work ethic and preparation of Gen Z candidates. Some have argued that Jalan’s response was too harsh, and that the candidate’s question was a genuine attempt to learn more about the company. Others have defended Jalan’s decision, stating that candidates should be expected to do their research before applying for a job. Regardless of one’s perspective, the incident highlights the importance of preparation and research in the job search process.
In an X user’s query about her response, Jalan replied, “Didn’t hire him.” This response suggests that Jalan’s decision was not taken lightly, and that she had given the candidate’s application careful consideration. It also highlights the importance of making a good impression during the job search process. Candidates who fail to prepare and do their research may be seen as unprofessional or unenthusiastic, which can harm their chances of getting hired.
The incident also raises questions about the role of education and career guidance in preparing Gen Z candidates for the job market. Are schools and universities doing enough to teach students about the importance of research and preparation in the job search process? Are career guidance counselors providing students with the tools and resources they need to succeed in the job market? These are important questions that need to be addressed if we are to ensure that Gen Z candidates are equipped with the skills and knowledge they need to succeed in their careers.
In conclusion, the incident involving Mahima Jalan and the Gen Z candidate highlights the importance of preparation and research in the job search process. Candidates who fail to do their research and prepare for interviews may be seen as unprofessional or unenthusiastic, which can harm their chances of getting hired. Employers expect candidates to demonstrate their skills, knowledge, and enthusiasm for the company and the role they are applying for, and a lack of preparation can be a major obstacle to getting hired. As Jalan stated, being young is not an excuse for poor work etiquette, and candidates should be expected to do their research before applying for a job.
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