Indian Founder Claims She Rejected Gen Z Candidate Who Asked ‘What’s Your Firm Called?’
In a recent incident that has sparked a heated debate about work etiquette and the expectations from job candidates, Mahima Jalan, the Dubai-based Indian founder of Sorted Brand, shared her experience with a Gen Z candidate who left her “taken aback” during an interview. The candidate’s question, which seemed harmless at first, turned out to be a major red flag for Jalan, prompting her to speak out about the importance of basic research and preparation before applying for a job.
According to Jalan, the candidate, who belonged to the Gen Z demographic, asked her, “What’s your company called and what do you do?” during the interview. This question, which may seem like a reasonable inquiry to some, was perceived as a major faux pas by Jalan, who expected the candidate to have done their homework before applying for the position. “Not knowing basic details is poor work etiquette. Being young isn’t an excuse,” she added, emphasizing the importance of preparation and research in the job search process.
The incident came to light when Jalan shared her experience on X, a social media platform, where she was asked about her response to the candidate’s question. Her reply was straightforward: “Didn’t hire him.” This response sparked a mix of reactions, with some users sympathizing with Jalan’s perspective and others defending the candidate’s actions.
The debate surrounding this incident raises important questions about the expectations from job candidates, particularly those from the Gen Z demographic. While it is true that the job market has become increasingly competitive, and candidates may feel pressured to apply for multiple positions without thoroughly researching each company, Jalan’s experience highlights the importance of doing one’s due diligence before applying for a job.
In today’s digital age, it is easier than ever to research a company and its values, mission, and products or services. A simple Google search can provide a wealth of information about a company, including its history, leadership, and culture. Candidates who take the time to research a company demonstrate their interest in the position and their willingness to learn, which can make a positive impression on potential employers.
On the other hand, candidates who fail to do their research may come across as uninterested or unprepared, which can be a major turnoff for employers. In Jalan’s case, the candidate’s question about the company’s name and purpose was seen as a lack of effort and preparation, which ultimately led to their rejection.
This incident also highlights the challenges faced by employers in finding qualified and motivated candidates. With the rise of remote work and the gig economy, the job market has become increasingly complex, and employers must navigate a pool of candidates with varying levels of experience and skills. In this context, Jalan’s experience serves as a reminder of the importance of setting clear expectations and standards for job candidates.
In conclusion, the incident involving Mahima Jalan and the Gen Z candidate serves as a reminder of the importance of preparation and research in the job search process. While it is true that being young and inexperienced can be a challenge, it is no excuse for failing to do one’s due diligence before applying for a job. Employers expect candidates to be informed and motivated, and those who fail to meet these expectations may find themselves at a disadvantage in the competitive job market.
As the job market continues to evolve, it is essential for candidates to prioritize research and preparation, and for employers to set clear expectations and standards for their applicants. By doing so, we can create a more informed and motivated workforce, where candidates are better equipped to succeed in their chosen careers.
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