I was reminded of this when a candidate shared his story during an interview recently. A well-qualified man with a master’s degree in commerce, he had spent the past eight months in Oman searching for a job. He was not only qualified but also carried himself with the confidence of someone who had prepared well. Yet, he faced rejection.
As we sat in the interview room, he told me something that struck a deep chord. He said that after every interview, his 4/5-year-old daughter would wait eagerly for him to call. “How was your interview, Baba?” she would ask, her voice filled with innocent curiosity and hope. But her father had no good news to share. The weight of his unemployment was not only his burden to bear but also his daughter’s.
When the interview ended, he looked in my eyes and was expecting a positive reply for him and his daughter. What could he tell her this time? All I could offer was the standard response: “We are still interviewing other candidates, and we will let you know soon.”
As he walked out, I felt a deep sense of unease. I realised that this man wasn’t the only one who had been in that interview – his young daughter, miles away, had been there too, her hopes and dreams intertwined with his.
This story is not just about one man and his daughter, it’s a reflection of a much larger issue in the corporate world today.
The Harsh Reality
In the corporate world, there is an increasing trend where individuals are judged not by the quality of their work but by their personality, their ability to fit into a particular mould, or even by some influence. Decisions are often influenced by biases, alliances and personal preferences rather than by objective assessments of a candidate’s capabilities.
The candidate I interviewed may very well have been caught in this web of corporate politics. Despite his qualifications, he might have been overlooked because of factors not related to his professional abilities. Applicants are judged not on their abilities, but on how they are perceived, their outlook or how they fit into the existing corporate culture.
This shift in focus from merit to personality and politics is a concern and it can lead to the marginalisation of highly capable individuals who simply do not fit into the preferred corporate atmosphere.
The Ripple Effect
What we often fail to realise is that the impact of corporate politics extends far beyond the individual. When someone is removed from a position or repeatedly turned down for jobs, it’s not just their professional life that suffers – it’s their entire family.
The story of the candidate’s daughter is a sad reminder. In the corporate world, we may feel a sense of victory when we succeed in ousting someone we see as a rival. But what we don’t see is the child waiting at home, the spouse who is also carrying the stress, the elderly parents who are worried about their son’s or daughter’s future. The impact of corporate politics is not just on the individual but on their entire family.
This should make us pause. When we engage in or tolerate office politics, when we make decisions based on personal biases rather than on merit, we are not just affecting one person – we are affecting the lives of those who depend on them. We are contributing to the stress, anxiety and uncertainty that can ripple through entire families, leaving emotional and psychological scars that can last for years.
A Call for Compassion and Integrity
For job-seekers, it’s essential to maintain hope and resilience in the face of rejection and uncertainty. Every interview is a chance to showcase your abilities, but it’s also important to manage your expectations and find ways to keep your loved ones reassured, even if the news isn’t what you hoped for. Seek support from your network and remember that your worth is not defined by one interview or one job.
For recruiters, this story serves as a powerful reminder of the human side of the recruitment process. Behind every resume is a person with a story, with responsibilities, and with loved ones who are emotionally invested in the outcome.
It’s crucial to approach each candidate with empathy and respect, to provide constructive feedback, and to remember that our decisions can have far-reaching consequences.
For corporate leaders and managers, it’s time to reflect on the culture we are fostering. Are we allowing politics to overshadow merit? Are we making decisions that are fair and just, or are we influenced by personal biases? It’s essential to recognise the broader impact of our actions. By prioritising integrity, fairness and compassion in our decision-making, we can create a workplace where everyone has the opportunity to succeed based on their abilities, not on their ability to navigate office politics.
The corporate world should not just be about achieving business goals – it should also be about building a community where individuals can thrive without fear of unfair judgment or political manoeuvring.
Let’s strive to make our workplaces places of opportunity and support for our social community, where the question “How was your interview, Baba?” can be answered with hope and optimism.