Can I hire a candidate who doesn’t send a note after the interview?

I am a manager and there is a candidate I’d really like to hire. He has everything I am looking for except one thing. He didn’t send me a follow-up thank-you note after the interview. That bothers me. What do you think?

I think you should do as I say and not as I do when hiring for my HR staff. If you’re interested in a career in HR and don’t know that sending thank-you notes is fundamental etiquette, then you can’t work in HR for me. However, you might be more forgiving for a recent college grad in any other line of work, because, you know, boys especially don’t have fully formed brains until they’re 25, which makes them do knucklehead things. So if the person checks off every other box and you want to take a shot and mentor your new hire, I think it’s a low-risk decision.

I’ve got a holiday-party casualty. A very high-performing employee who has never been accused of misconduct had too much to drink and pressed himself up against a colleague and tried to kiss her. She pushed him away and he backed off. It was out of character and he is remorseful, but I believe he has to be fired. However, other people say disciplinary action short of termination is justified. What say you?

Oy! What happened to the “Greg, should I wear a tie on my job interview?” softball questions you guys generally throw at me? What you don’t address is: How does the victim feel? What’s does she think is the appropriate remedy? Touching another employee inappropriately is crossing a line from which it’s almost impossible to recover, even if it is at a party where alcohol was involved. Lots of people drink too much at holiday parties and wake up the next day with severe regret, but most manage to at worst make fools of themselves without attacking other people — and pressing your body up against someone and trying to kiss them is an attack. But if the pervasive sentiment is to not fire the individual, and the victim feels that way, too, then this employee better be worth the risk. At the very least, there should be a severe consequence, such as suspension without pay, to send a clear message.

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