The hiring process is tough, and not just for candidates… When it's a small organization without recruiters or HR to do the hiring, it can be tough on managers and their teams too.
For one thing, it's an exhaustive time-consuming effort, with hours and hours of prep work, interviewing, and review to be done. While it's often we read about and hear discussions regarding how unfair the interview process is to candidates, once you start interviewing you begin to see the other side of it and realize a concerning number of applicants are appallingly unqualified for the job, meaning those hours of prep and interviewing have been completely wasted.
This is all added on top of the fact that, since the team is currently hiring, it's highly likely that they're already operating short-staffed—small teams just don't ever hire preemptively.
Of course, mistakes happen in these situations, as you're likely trying to get everything squared away as fast as possible. Still, it's important to make sure you treat all your candidates with respect and—well, proofread your emails… especially when you're setting the foundations for the ensuing relationship with the candidate you've decided to hire.
This hiring manager obviously failed at the proofreading part, when they sent out an email congratulating their successful candidate… with the wrong name on the header of the email. This led to some open-ended questions: Did the email get sent to the wrong address? Or was the name on the email just incorrect? Did they actually get the job or not?.. and who the heck is Matt?
Readers were quick to weigh in on this popular thread, sharing their thoughts with the original poster.
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