Culture Corner: Your Questions, Answered

Question: *I cannot believe the experience I just had applying at a large company near me. After applying, I received an invite to interview fairly quickly. When I showed up, the hiring manager was nowhere to be seen, so the receptionist gave me a blank application and told me to fill out the highlighted sections only. Eventually, they sent her assistant to speak to me. The assistant pretended to ask me questions to try to buy time until the manager could get there—get this—in the lobby in front of everyone! All the existing employees AND their customers watched me go through this interview. The hiring manager eventually showed up 40 minutes after my interview time, only to refer to me as "honey," and not once did she ever even look me in the eyes. She gave me a packet of information about a drug test and sent me on my way. The next day, I had a question about the drug test procedures, so I sent a follow-up email. The hiring manager quickly replied, "I noticed you didn't fill out the entire application, nor did you sign it, so I am going to continue interviewing people." Had she bothered to ask, she would have known I did that with intention because I was told to only fill out the highlighted areas. I was done at this point. All the red flags made it clear that this was not going to be a healthy place for me, so I told her, 'I appreciate your time, but I will no longer be interviewing for this role.' Was I wrong?

Answer:

Let me start with this: You were absolutely not wrong. In fact, I would argue that you did the most courageous and self-respecting thing possible in this situation—walking away from an environment riddled with red flags. Let’s break this down, not just to validate your experience (which was shocking, to say the least), but also to call out the toxic power dynamics that some recruiters and hiring managers exploit in the hiring process.

The Problem with Power Dynamics in Hiring

Your experience is, unfortunately, not unique. It’s a textbook case of how recruiters and hiring managers can abuse the power imbalance inherent in the hiring process. Here's how this happens and why it's problematic:

• Disrespect of Time: The hiring manager’s tardiness—40 minutes late!—screamed, “Your time isn’t valuable.” Imagine if the roles were reversed and a candidate showed up that late. The interview likely would’ve been canceled, no questions asked. Respect in the hiring process should be mutual, not one-sided.
• Failure to Create a Professional Environment: Conducting an "interview" in a public lobby where employees and customers were present? That’s not just unprofessional; it’s dehumanizing. A job interview is supposed to be a respectful dialogue between employer and candidate, not a spectacle for onlookers.
• Dismissive and Patronizing Behavior: The hiring manager’s refusal to look you in the eye and the use of “honey” were clear indicators of condescension. Addressing candidates in a belittling manner only reinforces the unhealthy power imbalance. It says, “I hold the cards, and you should be grateful for whatever scraps I throw your way.”
• Neglecting Basic Communication: When you followed the instructions you were given and were penalized for it, the hiring manager failed in one of the most basic responsibilities of the role: ensuring clarity and consistency. Her refusal to ask about the incomplete application before jumping to conclusions was not just poor leadership—it was lazy.

Why Walking Away Was the Right Move

Let’s flip the script for a moment. Imagine you accepted this job despite all the red flags. Do you think the culture you just witnessed during the hiring process would magically disappear once you were hired? Probably not. Here’s what likely awaited you:

• A Disrespectful Work Environment: If they don’t respect your time or effort as a candidate, why would they respect you as an employee? Companies show you who they are long before your first day.
• Poor Leadership: A hiring manager who shows up late, communicates poorly, and dismisses candidates is not someone you’d want to work under. Bad leadership trickles down, infecting the entire organization.
• Micromanagement and Lack of Trust: Penalizing you for following instructions (only filling out the highlighted sections) suggests a culture where employees are not trusted or empowered. This is the kind of environment where micromanagement thrives.

You saw the writing on the wall and saved yourself from what would likely have been a draining and demoralizing experience. That’s not "wrong"; that’s wise.

The Larger Issue: How Recruiters and Hiring Managers Must Change

This situation underscores a much larger problem: the abuse of power by some hiring managers and recruiters. Here’s what needs to change:

Mutual Respect Should Be the Standard

Hiring is a two-way street. Candidates are evaluating companies just as much as companies are evaluating candidates. Any recruiter or hiring manager who fails to respect a candidate’s time, effort, and dignity is not just doing the candidate a disservice—they’re damaging the organization’s reputation.

Professionalism Is Non-Negotiable

A hiring process should be structured, private, and professional. No one should ever be interviewed in a public space like a lobby. The hiring experience sets the tone for how a candidate perceives the company. If the process is chaotic, unprofessional, or demeaning, the candidate will (rightly) assume the workplace is the same.

Communication Matters

Clear, consistent communication is key to a positive hiring experience. The hiring manager failed miserably here. If instructions were given about the application, those instructions should have been honored. And if there were any concerns about incomplete information, the hiring manager should have asked instead of assuming.

What Should Candidates Look for in the Hiring Process?

Here’s the takeaway for anyone navigating the hiring process: The way a company treats you during the interview tells you everything you need to know about its culture. Pay attention to:

• How They Respect Your Time: Were they punctual? Did they value the time you took to prepare for and attend the interview?
• How They Communicate: Were instructions clear? Did they listen to your concerns or questions?
• How They Treat You as a Person: Did they show respect and professionalism? Or did they talk down to you, like the hiring manager in this case?

If any of these elements are missing, don’t be afraid to walk away. Your skills and talents deserve to be valued, and you should never settle for less.

Final Thoughts: The Answer Is No, You Were Not Wrong

Let’s be clear: You were not wrong to walk away. You recognized that the behavior you encountered during the hiring process reflected a deeper cultural issue within the company. And rather than settling, you chose to protect your time, energy, and self-worth. That’s not just the right move—it’s the empowered move.

To recruiters and hiring managers reading this: It’s time to stop abusing the power dynamic in hiring. Candidates are people, not numbers. Respect, professionalism, and communication aren’t optional—they’re foundational. If you can’t offer that, don’t be surprised when talented candidates walk away.

To my readers: Trust your gut, pay attention to red flags, and remember that you’re interviewing companies as much as they’re interviewing you. The right workplace will value and respect you from the very start.

Until next time, keep living authentically, holding others accountable, and showing empathy—especially in the workplace.

I am the CEO's Secret Weapon.