Case 6-2 Not Getting Face Time at Facebook-and Getting the Last Laugh! August 20

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Case 6-2 Not Getting Face Time at Facebook-and Getting the Last Laugh! August 2009, Facebook turned down job applicant Brian Acton, an experienced engineer who had previously worked at Yahoo and Apple. More than 4 years later, Facebook paid him $3 billion to acquire his 20% stake of whatsApp, a s tart-up he had cofounded immediately after Facebook rejected his job application.(1) WhatsApp Messenger is a proprietary, cross-platform, instant-messaging subscription service for smartphones and selected feature phones that use the Internet for communication. In addition to text messaging, users can send each other images, video, and audio media messages, as well as their location using integrated mapping features.(2) How could Facebook, a highly successful firm, have made such a drastic mistake? Back in 2009, Brian Acton was a software engineer who was out of work for what seemed like a very long time. He believed he had what it took to make a difference in the industry, but his career and Yahoo, he got rejected many times by Twitter and Facebook (3) Acton described the details of the interview process that he failed to do well in as follows: Firs did not work out as planned. Even though he spent years at Apple t of all, interviewing a person for a job that requires technical skills is difficult for both the interviewer and the interviewee. and requires the best skills and talents from all of their potential employees. It is therefore not surprising that The acebook is a highly desirable firm to work for process starts with an email or a phone call from a recruiter in response to an online application or [to] a recommendation from a friend who may work for Facebook. Sometimes, in the initial chat online, timed software coding challenges are set to find the

Explanation / Answer

1. Three steps of facebook firing process:

A. Email or phone call from recruiter to job applicant. Here a written test in form of timed coding challenges are given to job applicant

B. Initial in-person interview or phone screening. A 45 mins chat with fellow co-worker with same area of expertise. Applicant will be tested about his technical skills, coding practices and computer programming may be in form of written test

C. Back-to back interviews. This consists of witten test in form of writing a program on white board

2. "Not hiring the right person is still better than hiring a wrong person" has its own pros and cons.As presented in this case itself, if you miss hiring a right person ho seems not the right one during hiring process, it can prove very costly for the company. Even if a not so right person is hired, he can be trained and moulded into right person suitable for the company. A person cannot be judged only based on predefined hiring process as each person is unique. Hirirng needs to be done empathetically considering the state of mind of person during the hiring process itself.

On other hand, if a wrong person is hired who does not have right intentions towards work or company, it can prove to be damaging towards company. Hence, a thorough background check and customised hiring process wherever possible have to be adopted while recruiting for a job.

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