Should Candidates Get a Job Mulligan?

You are probably familiar with the term “mulligan” in golf. It is when a golfer attempts to hit a ball, but misses, and other players offer that person a second chance to hit the ball. A Blog called Yes, Candidates Can Get a Job Mulligan by HR Bartender discusses the application of this term with candidates and employers. What happens when a candidate interviews for a job, and lands the job only to discover a month later that it is not the right job for her?

Should the employer wait and watch as the employee becomes increasingly disengaged or should they allow the employee a mulligan and offer them a better suited position within the company?  Almost more importantly, why did this misconception happen in the first place? 

I think the problem rests in the interview process. All too often candidates don’t get a realistic job preview and the interviewer sticks to scripted questions like “Why should we hire you?” instead of conducting a more behavioral based interview, assessing the fit and discussing the type of culture they thrive in. They should consider giving a tour of the workplace so the candidate has an opportunity to see the dynamics of the office and chat with employees.

I am not placing all of the blame on the employer. Candidates need to take matters into their own hands and interview the company as well.  Do the research using sources like,, or Yelp to find out what other employees and customers think about the organization. Ask open-ended questions of the interviewer to learn more about the work environment and the business pains that have that created the job opening.

I like this blog (below) because it shows the results of a toll taken from her previous blog asking for opinions on job mulligans.  See for yourself by clicking on the below button labeled Job Mulligans!  What is your opinion?

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