#Interview story: Fired before hired!

#Interview story: Fired before hired!

A few years back, my college junior sought employment. Despite her non-consulting and non-pharma background, I hashtag#referred her to my company. She aced the aptitude screening test, and the director considered her for consulting. To her, I emphasized many times the need for preparation—mastering advanced Excel and understanding pharma analytics—before joining. She agreed wholeheartedly.

However, once the offer arrived, challenges surfaced. Despite completing one month of her notice period, she postponed her joining by a month, for vacation. Curious, as an earlier start would aid her transition.

For a client visit, I asked for her photo (it was a full photo shot shown in Tableau, similar to IPL showcases for cricketers profile) to showcase the team. No response for two days. When I called, she curtly reminded me of the three-day deadline I had given in the email. 

Additionally, she sought advice from other employee of the company on LinkedIn about joining our company, bypassing me and the employee informed HR about her enquiries.

These incidents revealed her inability to grasp the job description and adapt to consulting demands. Indeed, it was a tipping point. I advised her to explore other job opportunities within her field. She hesitated to reject the offer and made the conversations challenging by suggesting HR should write this to her. Yet, I persisted, urging her not to jeopardize our personal relationship and step back. She agreed and rejected the offer.

Even before her notice period drew to a close, she secured a position with a prominent brand in her area of expertise. A win-win situation—for her and for me.

Lesson learned: Referrals should be based on expertise, not just friendly relations.