Poise vs Insecurity : A Hiring story

They say that when posting one’s views on social media, one has to exercise control and be very sure of the facts you post. And especially if you are a potential candidate on the lookout for a job. And even more so if you are currently unemployed and are possibly being viewed by prospective employers. As per a 2015 survey, fifty-two percent of employers use social networking sites to research job candidates, up significantly from 43 percent last year and 39 percent in 2013.

Source: https://www.lextalk.com/

A very similar incident happened quite recently in the organisation I am part of. A candidate was interviewed for a new role just created in our startup. On being convinced of a suitable match, she was extended an offer letter. What followed was a fortnight of discussions on joining timelines and acceptance of a mutually agreed date. Thats where the good part ended. Being a startup and on a restructuring phase the company had to freeze hiring for sometime. Couple of offer letters already given were put on hold and the candidates informed of the pause in hiring for the time period. It was communicated to them that in case they have other offers in the interim period, they are free to accept them and the organisation will be supportive of that.

One candidate from the lot reacted negatively and verbally abused a senior member of the organisation and went on to threaten with dire consequences. This, after a verbal explanation, that this is an offer hold and not withdrawal, so bear with us. The incident had to be put behind us as there are usually many such unwarranted episodes which should not stop the daily routine of the company. Surprisingly it did not stop there — the candidate stooped to a new low and took to trolling us on social media and lambasted us — starting with LinkedIn, followed up with Twitter and when that didn’t get her the desired strife she expected of us, she started enquiring and questioning other members of the organisation as to how are the management reacting. Finally as a last straw she started a Google campaign to troll and negatively rate an organisation on Google reviews. Reviews posted by unrelated and ambiguous people who have never had any interactions with the organisation and nor do they have the right perspective of this matter.

Twitter screenshot

On the other hand the second candidate was explained with similar reasoning and he heard us out. We are glad that he waited because now we are looking forward to his joining a month or so from now.

My take on this whole episode, coming from over 18 years of experience, and being hired by four Fortune 500 companies — Hiring as well as being hired is a personality agreement of sorts. Keeping aside the various uncontrollable factors which may come in the way of a smooth hiring process, it is a way of envisioning oneself as part of the future organisation and vice versa. And no organisation is a milestone in silo, it is one in a series of many and may come back again in some form or the other in one’s career path. Every candidate should keep in mind that a momentary lapse of reason or a state of seething anger towards an organisation resulting in going viral over the social media not only spoils chances for him /her in the prospective immediate hire but also makes future hiring managers wary as to how or what will be the reaction in case something goes untoward or disagreeable.

In our case — I wish the candidate the best in all her future endeavours and hope that better sense prevails.