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, took to social media to express her disappointment and frustration with a Gen Z candidate who asked her a question that she deemed to be a basic and essential piece of information. The candidate, who was presumably interviewing 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 met with surprise and dismay by Jalan, who claimed that she was “taken aback” by the candidate’s lack of knowledge about her company.
Jalan’s response to the candidate’s question was swift and unequivocal. “Not knowing basic details is poor work etiquette. Being young isn’t an excuse,” she wrote. This statement suggests that Jalan believes that it is essential for job candidates to do their research and be familiar with the company they are interviewing with, regardless of their age or level of experience. In other words, Jalan is saying that a lack of preparation and knowledge about the company is not acceptable, even for Gen Z candidates who may be new to the job market.
When an X user asked Jalan about her response to the candidate’s question, she replied, “Didn’t hire him.” This response suggests that Jalan’s expectations for job candidates are high, and that she is not willing to compromise on her standards, even if it means passing over a candidate who may have other qualifications and strengths. Jalan’s decision not to hire the candidate is likely based on her belief that the candidate’s lack of knowledge about her company is a reflection of their lack of preparation and enthusiasm for the position.
This incident raises several questions about the expectations and responsibilities of job candidates, particularly those from the Gen Z generation. On the one hand, it is reasonable to expect that job candidates will do their research and be familiar with the company they are interviewing with. This demonstrates a level of interest and enthusiasm for the position, as well as a willingness to learn and prepare. On the other hand, it is also important to recognize that Gen Z candidates may be new to the job market and may not have the same level of experience or knowledge as older candidates.
Furthermore, the fact that Jalan was “taken aback” by the candidate’s question suggests that she may have had certain expectations about the level of knowledge and preparation that the candidate would have. This raises questions about the role of employers in educating and preparing job candidates, particularly those from the Gen Z generation. Should employers be expected to provide more guidance and support to job candidates, or is it the responsibility of the candidate to do their own research and preparation?
In addition to these questions, this incident also highlights the importance of effective communication and etiquette in the job search process. Jalan’s response to the candidate’s question, while perhaps blunt, is a reminder that job candidates need to be prepared and professional in their interactions with employers. This includes doing research on the company, practicing interview skills, and being respectful and courteous in all interactions.
In conclusion, the incident involving Mahima Jalan and the Gen Z candidate who asked about her company’s name and purpose highlights the importance of preparation, knowledge, and etiquette in the job search process. While it is reasonable to expect that job candidates will do their research and be familiar with the company they are interviewing with, it is also important to recognize that Gen Z candidates may be new to the job market and may need more guidance and support. Ultimately, the key to success in the job search process is effective communication, preparation, and a willingness to learn and grow.
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