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 and somewhat disturbing experience she had with a Gen Z candidate during a job interview. The candidate, who was presumably applying for a position at Sorted Brand, asked Jalan a question that left her “taken aback”: “What’s your company called and what do you do?” This lack of basic knowledge about the company sparked a heated debate about work etiquette and the expectations of younger generations in the workforce.
Jalan expressed her disappointment and frustration with the candidate’s question, stating that “not knowing basic details is poor work etiquette. Being young isn’t an excuse.” This statement highlights the importance of preparation and research before attending a job interview. It is expected that candidates will have a basic understanding of the company, its products or services, and its mission. This not only demonstrates their interest in the company but also shows that they are willing to put in the effort to learn more about the organization.
The incident has sparked a debate about the expectations of Gen Z candidates in the workforce. While some argue that younger generations are more focused on their personal brand and online presence, others believe that this lack of preparation is a result of a lack of guidance and mentorship. Jalan’s experience has raised questions about the role of education and career counseling in preparing students for the workforce.
After sharing her experience on X, a user asked Jalan about her response to the candidate’s question. Jalan replied, “Didn’t hire him.” This response is not surprising, given the candidate’s lack of preparation and knowledge about the company. It is likely that Jalan was looking for candidates who had done their research and were genuinely interested in working for Sorted Brand.
This incident highlights the importance of preparation and research in the job search process. Candidates who take the time to learn about the company, its products or services, and its mission are more likely to make a positive impression on the interviewer. This not only demonstrates their interest in the company but also shows that they are willing to put in the effort to learn more about the organization.
In addition to highlighting the importance of preparation, Jalan’s experience 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 research. This can lead to a lack of preparation and a lack of understanding about the company and its needs.
To avoid making the same mistake as the Gen Z candidate, job seekers should take the time to research the company and its products or services. This can be done by visiting the company’s website, reading news articles and reviews, and following the company on social media. By doing their research, candidates can demonstrate their interest in the company and show that they are willing to put in the effort to learn more about the organization.
In conclusion, Mahima Jalan’s experience with the Gen Z candidate highlights the importance of preparation and research in the job search process. Candidates who take the time to learn about the company, its products or services, and its mission are more likely to make a positive impression on the interviewer. By doing their research, candidates can demonstrate their interest in the company and show that they are willing to put in the effort to learn more about the organization.
As the workforce continues to evolve, it is likely that we will see more examples of candidates who are unprepared and lacking in basic knowledge about the company. However, by emphasizing the importance of preparation and research, we can help to create a more informed and engaged workforce.
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