Imagine this: You have spent weeks evaluating candidates for that open role. You have put them through every test, multiple interviews - you have dissected their skills, their experiences, and you’ve finally made your decision. You are now making THE offer.
The candidate sits across from you - but instead of shaking your hand he/she leans forward and says "Just so you know, I’m not an IIT grad. Never went there" Now what? This candidate just cleared all your rounds, solved every problem, nailed every behavioral question. What do you do now???
Do you throw them out for lying? Do you punish them for tricking the system into shortlisting the resume and offering them? OR Do you pause for a second and ask yourself - did I just judge someones ability based on a checklist, or did I see their actual potential?
Sure your system, your filters, your standards - they all got tricked. They made a joke out of it. And it should hurt. But wasn't the process you trust so much supposed to catch the lie? If the guy is sitting in front of you, with the skills and problem-solving mindset - tested by you and your people - the same someone you were willing to make an offer a minute ago - the same someone you went gaga over a minute ago - minus the degree is still the same guy. Right?? Then did the degree really matter?
Sure, his approach might be unconventional, but isn’t the whole point of hiring to get the best talent? If he could game your system and still outperform others within your interviewing standards and assessment playground rules - doesn’t that say something about him? Would you honor his honesty at the last second? Or would you punish the trickery, even though you’ve just spent weeks proving he has what it takes? Would you now question your hiring standards? Would you realize you might be filtering out great candidates because they don’t fit the “mold” you’ve built? Or do you still choose to stay stuck on the labels and shiny credentials?
Here’s the real question: Did your system just fail… or did it actually work? What if the candidate rubbed it in your face and said - "And those companies on my resume? Never worked there either” Would that hurt your ego even more? your pride?
So many ... Trust me SOOOOO MANYYYYY others have you missed out on opportunities because they didn’t have the RIGHT school, the RIGHT companies on their resume? So if a candidate - does exactly this - Is he/she any wrong - to shake up your system?
Some of the boldest moves I know comes from a place of desperation. They come from a place of nothing more to lose So again - I got to ask - what would you do in this situation if you were hiring?
PS: SocialExperiment No. 1 - I am thinking of publishing more of these - What do you think?
That’s an integrity issue. Even if candidate has not told this, BGV would have revealed. Always avoid hiring someone who has integrity issues even if that means losing an awesome talent.
Well, you definitely need to contemplate your hiring process. As far as the individual is concerned it's not like they broke a serious law or something. Many people lie in their resumes and get away with it. It's a known fact. I won't say "at least he came clean in the end", it doesn't make up for it. If you've realized the flaw and plan to rectify the hiring process, IMO you should hire them as an exception on the basis they made you realize how they can trick your system.
Wait wait did he mention IIT on resume?
And please write more of these, people management is such a pain
If i were hiring, I would straight up reject anyone from IIT IIMs lol.
Mostly arrogant, mostly incompetent, have no idea how to run a business or take ownership, except in theory. And usually ask for higher salaries to justify their education loan.
As a software engineer, the recruitment process is just good enough to estimate what the person knows. It can't be used to estimate problem solving skills(people sometimes memorize interview questions), how a person deals with pressure, how driven a person can be etc. IIT tag can showcase that this person went through a really difficult time and came out on top successfully. It gives some indication of the person's potential and hiring is mostly done on potential early on anyway.
Lying on the resumé - termination can be done even after the person is hired and has been working with the company for several years. This is an integrity issue - do you really want to hire this lemon?
Okay. Same analogy:
You are loan manager at HDFC and you evaluate borrowers' application (Digitally, f2f whatever). HDFC prides itself having less than 1% losses, so you know that all your evaluations are sound and worthy.
A application comes to you, you see his job, income, business etc etc etc and you approve him 10Cr loan. At the last moment, when you are going to transfer 10Cr, the guy says he has gamed your system. Will you still trust him with even ₹50K ?
Obviously, no!
You reject him, check how he defrauded your system and fix those specific loopholes.
Your system isn't foolproof, you just make the system hard enough for MOST to Crack and not rigid enough to reject genuine good cases.
Yeah this happened with me (sorta same), and I got rejected. Feels hurt, but deep down you know they haven't done anything wrong either.
Best thing I felt, is the HR who called me and told me how eager she was to onboard me, and how she tried convincing the team. That specific part is still the best corporate memory for me..
Interviewer shows up in a crumpled t-shirt, over sized hoodie, cross legged and gym shorts. Candidate forgets to button one shirt button - “unprofessional”
Interviewer takes the call from their couch, leaning back, half-distracted. Can...
Yep. Let that sink in for a bit.
The "Open to Work" badge never got the respect it deserved. Facts as Facts. Some Recruiters & Hiring Managers saw it and thought..
TL;DR - Don't put "Open to Work" badge because it makes you look desperate.
So basically getting a job and gf is same.
Partially agree. If a stranger displays the badge, he or she will be judged mostly. If a person known to you displays...
Step 1: "We love your profile!" Step 2: "We want to fast-track you!" Step 3: "Our team is still deciding..." Step 4: "Actually, we went with the other candidate" Step 5: "Wait, can you come back? The other guy didn't happen" Step 6: "Why...
You interview a candidate and they seem to be great at what they do. They also might be a good addition to the team and organisation.
However, you know beforehand (through some source) that this candidate has been laid off from their cu...
