Why I Walked Out Of A Job Interview and 4 Reasons You Should Too

I walked out of a job interview yesterday.

This was only the second time I've ever done this, and it felt just as radical, but I think it's an empowering option that more job seekers should keep in their arsenal.

This was a serious job interview with an established software company in San Diego for a Sales Development Rep position. It came with a base salary, commission, and benefits -- all of which are very appealing to me right now, but I still walked out.

There were several reasons that I walked out of this job interview, but I think they're universal reasons that everyone should consider when looking for jobs.

Reason #1 - Team Environment Not A Fit

During my initial phone interview, the recruiter mentioned that this was a Sales Development Rep (SDR) role on a small sales team.

Coming from a large sales organization with big personalities, kind hearts, and all of who contributed to a vibrant sales floor, it was a bit of a letdown to consider moving to a significantly smaller team.

If you've never felt the collective energy of a buzzing sales floor while everyone is on the phone or constantly calling and pitching prospective clients on how their product or service can help the client, then you've seriously been missing out. This is the energy that I enjoy and that fits best with my personality.

So when I was told that this company, an established business for over 20 years, only had 1 SDR and 9 sales people total, compared to the start-up that I left with 30 SDRs, I had a feeling this dynamic might not be a fit for me.

However, after being invited for an in-person interview, I saw it as an opportunity to at least get a feel for their company culture and hopefully be pleasantly surprised.

Reason #2 - Outdated Processes

I accepted the recruiter's invitation and she sent over an email outlining the basic interview details (date, time, parking, etc). Additionally, she attached a physical application to be printed and filled out prior to the interview.

At the risk of sounding like an entitled millennial, I think the need to fill out a physical application by hand in the 21st century is pretty ridiculous, and I know I'm not the only one. This topic has been contested on LinkedIn, message boards, and even meme'd about.

To me, filling out a physical application listing all of the same information included in my digital resume feels like ordering food over an app, showing up to the restaurant, and hearing "we got your order, but you also need to write it down on this paper before we can give you your food".

It's a redundant process that The Balance Careers says companies do to gather data in the same format from each candidate, as well as information that may have been omitted from their resume like professional references or reasons they left a job, and forcing candidates to sign off that the information they provided is true.

However, more employers are using online forms with the ability to autofill this information from their resume or populated via their LinkedIn profile.

In my opinion, I think companies that still require candidates to duplicate information onto a physical application via pen and paper, may be giving a glimpse into other outdated processes or workplace culture like cubicles -- which this company also had.

Reason #3 - Unengaged or Unmotivated Employees

During my interview, I was scheduled to meet two employees from Human Resources and four employees from Sales.

I met with HR first -- an HR Coordinator in her 20s and the VP of HR in her 30s. During our time together, I got the sense that they weren't very enthusiastic. They were professional and polite, but our conversation was mostly to-the-point with few pleasantries.

I didn't think much of it, as everyone has their own personality and we likely wouldn't have much regular interaction working in separate departments.

After meeting with HR, two more women, both in their early 30s walked in next. One was the sole BDR that the recruiter mentioned and the other was a more senior Sales Coordinator. During our 30 minutes together, they asked me the usual questions about my past experience and what drew me to their company.

I gave thoughtful responses that were clear and concise, but they didn't seem to elecit any response from my interviewers. Instead, I was met with the generic "grrreat" or "excellent", before they'd move onto the next question without ever expanding upon what I said. This seemed atypical to me, as sales professionals are usually great conversationalists or at least active listeners.

During our meeting, I never got the sense that we were people having a conversation, or more to the point, potential co-workers who'd be working together 5 days a week.

I took our interaction as their was something that wasn't being said. Possibly, an over-worked SDR will be unloading her workload onto me, or as I had a similar experience with their HR team, the employees might just not be engaged or motivated.

I can only speculate, but I got the sense that this organization might not have a leadership team that regularly motivates or inspires their employees the way I had in my past role.

Jon Gordon, author of Soup: A Recipe to Nourish Your Team and Culture suggests that Leadership should communicate regularly with it's employees and that ”great leaders inspire their teams to believe they can succeed. As a leader and manager, you are not just leading and managing people, but you are also leading and managing their beliefs. You must utilize every opportunity available to transfer your optimism [to your employees]”.

Gordon goes on to say that "people are most energized when they are using their strengths for a purpose beyond themselves. When employees feel as though the work they do is playing an integral role in the overall success of the company and the world, they are motivated to work harder.”

Reason #4 - Time Is Valuable

After parting ways unenthusiastically with the SDR and sales coordinator, another senior member from the sales team entered and introduced himself. We spoke briefly before I told him politely:

"It's a pleasure to meet you, but I just don't think this opportunity is going to be a fit for me. However, I'd still love to take a tour of your office."

The soft spoken, 40-something smiled and guided me for a tour through their office. We made small talk and walked past a quiet sales floor separated by cubicle walls. I exchanged eye contact with a few more unengaged employees on the way out and became even more confident in my choice to cut the interview short.

I think it's still becoming common knowledge that job seekers should also be interviewing the company. When job hunting, consider that this will be the place where you'll be spending the majority of your time. If it's clear to you that the people, environment, or processes are not a fit, you are doing yourself and the interviewing company a big favor by not wasting anyone's time.

You may get worried about how you'll make ends meet in between jobs. Consider taking on part-time jobs or a side hustle like Uber, Postmates, or Wag!. This will allow you to job hunt in your spare time, while also affording yourself the luxury to be more selective with where you will eventually spend your time.

While you look for your next position, be confident in your own skills and continue to grow yourself personally and professionally. Hone your craft, expand your portfolio, and the right opportunity will eventually come your way!

Citations:

https://www.thebalancecareers.com/why-employers-use-an-employment-application-1919147

https://www.thebalancecareers.com/leadership-inspires-motivation-1918765