Description An HR manager recently got a thank-you note on her iPhone that read: “Thx 4 the Iview!” The manager had liked the candidate in the interview, but after getting this text message, she put his application in the reject pile. Why do you think she rejected the candidate? Was that fair? Should “textspeak” be considered acceptable workplace communication? Answer the questions and explain what you would do as a manager in this situation. Peer Yes, I believe it is fair the HR manager rejected the candidate. Textspeak is not a professional way to communicate, especially when making a first impression to a new potential job. The HR manager could also assume that if the candidate responds to them in this manner, they will respond to clients in that manner as well. Ultimately, the goal of HR managers is to further the organization’s performance (Daft, 1). If the candidate communicated with clients like this in the future, it would likely not bring in strong results. The candidate would not be viewed as an asset to the organization and ultimately, blame may come back on the HR manager as they are the one who made the decision to hire the candidate in the first place. This could damage not only the company’s reputation, but the HR manager’s as well. Depending on the organization and position, it may be worth it to hire the candidate and simply have a conversation regarding appropriate types of communication moving forward. In general, I do agree with the manager’s decision to reject the application. The candidate needs to better understand the context in which to use certain language and communication. While this type of communication may be fine with friends and family, it is not appropriate in the workplace.I also find it strange that an HR manager is giving out a personal (or maybe work) cell phone number. Typically, interviews are not constructed through text because it not viewed as professional. If the business wants to maintain a solid reputation, they also need to examine their interview methods with candidates by using more appropriate channels such as email or a work landline phone. If the HR manager communicated through text originally, then the textspeak may be viewed as appropriate, however, one should always check messages for spelling and grammar errors before sending. As a previous manager of teenagers and young adults, I understand that candidates may not always communicate in a professional manner. I’ve learned I cannot expect teenagers to write formal emails instead of quick short texts. I can, however, teach them appropriate ways of communication in the future and develop their abilities. I believe the HR manager’s decision could be viewed as right or wrong depending on the circumstances surrounding the interview, the potential candidates, the position, and even the type of company itself.
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