When coming to apply for a job, you usually want to have an idea of what the job is like before committing yourself to such a big step…
The interview process takes forever, whether it’s just a phone interview or one that is in person, you have to be fully prepared and ready. The questions you’ll get asked will naturally determine whether you are suitable for the job or not. However, there are times when the interview doesn’t go as planned and communication breaks down.
This is the exact situation Taylor Byrnes was put in. The Canadian was trying to apply for a food delivery job based online and went through the interview process just like anyone else.
Taylor Byrnes resides in Manitoba, Canada…
She made headlines after applying for a job and having a rather strange interaction with the company.
The company Taylor was applying to was SkipTheDishes, an online food delivery startup.
She was later put into contact with Victoria Karras, the recruitment coordinator for the company, who set an appointment for a phone interview.
Nothing out of the ordinary had happened so far.
But what was to happen after had thousands of people reacting to her story online.
All she wanted to do was ask a standard question that would be on the mind of anyone applying for a new job.
Taylor sent a well written, polite email to Victoria with the question of how much the pay would be and what kind of benefits would be on offer.
“If I do end up filling this position, how much do you think I’ll be getting paid an hour? Benefits will also be included, right?” Taylor asked.
A completely reasonable question for anyone to ask.
To make matters clear, Taylor only took part in one phone interview that had gone pretty well, prior to sending the email. So, she had every right to engage in serious discussion about such matters.
Victoria then replied to Taylor telling her that the interview that they had planned wouldn’t take place any more as Taylor’s priorities “are not in sync with those of SkipTheDishes.”
Well, that’s a completely unreasonable answer to normal question.
And it doesn’t end there …
Victoria felt that the email didn’t explain her point enough and decided to send another email to Taylor.
Because that’s just what was needed, further explanation.
But instead of making things better, the email that Victoria sent only made matters worse.
Going on to say that the question that Taylor asked was legitimate, but doesn’t match the company’s principles.
Towards the end of the email, Victoria goes on to say what she believes it takes to work for such a company.
Victoria wrote, “As a startup company, we seek out those who go out of their way to seek out challenges and new opportunities. We believe in hard work and perseverance in pursuit of company goals as opposed to focusing on compensation.”
Which is why Victoria felt that, “questions about compensation and benefits at such an early stage is a concern related to organizational fit.”
And just like that, Taylor was no longer being considered for the job.
That’s just wrong on so many levels.
Taking her frustration to Twitter, she posted screenshots of the email she was sent.
A couple of examples of the responses she got all share the same tone, that the email she received was close to abuse and others planning to boycott SkipTheDishes.
Many others commenting on when best for potential employees to ask their employers about matters like compensation and pay.
Some saying that it’s best to ask as soon as possible.
Soon after the post got a lot of attention, one of SkipTheDishes’ co-founders felt the need to respond.
Releasing an email statement, Joshua Simair stated that he believed the interaction with Taylor was something out of the ordinary.
Joshua said, “We are very disappointed in how it was handled. We do share a compensation package prior to hiring. As soon as we became aware of it on Monday, we reached out to Taylor to apologize for the email and reschedule her interview”
That makes things a bit better.
He didn’t stop there, he also said that necessary training would take place to ensure this didn’t happen again.
“We’ve also addressed the email internally and will be providing additional training. We are very committed to our community, employees and continuing to grow and create employment opportunities…”
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