After my granddaughter ousted me for marrying at 80, I couldn’t accept her disrespect. Together with my new husband, Harold, we crafted a bold plan to teach her an unforgettable lesson, culminating in a family-altering confrontation.
I never imagined sharing this tale, but here it is. My name is Margaret, and I celebrated my 80th birthday last spring. I resided in a small, personalized room within my granddaughter Ashley’s home, surrounded by keepsakes of my life.
“Morning, Grandma,” Ashley would say, bursting into my room unannounced. She never knocked.
“Morning, dear,” I’d reply, tidying up my space. “What’s the hurry?”
“We’re off to the park with the kids. Need anything?”
“No, I’m good. Enjoy your day.”
After she rushed off, I reflected alone. I couldn’t complain much; after all, I had sold my house to fund her college education after her parents died tragically when she was 15.
I took her in and strived to provide a good life. Now, she lived here with her husband, Brian, and their two children, in a home that was always bustling.
Things took a turn when I met Harold at the community center months ago. He was charming, always with a camera around his neck. Our chats soon became the highlight of my week, offering a second shot at love.
One day, while Ashley was at work, I decided to share my news. I found her in the kitchen that evening, busy with a recipe book.
“Ashley, I have something to tell you,” I started.
She looked up, “What is it, Grandma?”
“I’ve met someone. His name is Harold, and… he proposed.”
She raised an eyebrow. “Proposed? You mean, marriage?”
CEO Asks One Question That’s an ‘Instant Red Flag’ If Interviewees Try to Answer It
Interviews are dreaded by many job seekers, particularly the infamous “curveball” questions used by recruiting managers and CEOs. The CEO and creator of JKR Windows, an American window installation company, Jefferson K. Rogers, has drawn notice for his unusual interview technique: a trick question intended to weed out unsuitable applicants.
“Impossible” Question: An Assessment of Sincerity and Coachability
Rogers posted his unique approach to interviews on his TikTok channel. He asks a question that he is certain the interviewee will be unable to respond to right away. Although the exact question is still unknown, Rogers stresses that there is no “right” response. The twist is this: The CEO is more interested in the candidate’s approach to the unknown than in knowledge.
What He Looks For:
Sincerity: Is the applicant willing to acknowledge when they don’t know the solution?
Openness: Are they amenable to picking up new skills?
Coachability: Are they open to direction and instruction?
A candidate who tries to make up an answer, in Rogers’ opinion, is showing signs of a potentially troublesome personality—someone who is resistive to learning or hesitant to acknowledge their shortcomings.
Divergent Responses on Social Media
Although Rogers describes this technique as a useful means of determining fit, TikTok users had a variety of reactions.
Supporters: Some argue that the strategy is advantageous because it shows a candidate’s coachability and willingness to learning.
Critics: According to others, it’s a bad strategy that could stop competent applicants from attempting to solve a problem or show their resolve by trying to provide a response. Furthermore, others consider the approach to be manipulative, arguing that it puts a particular response ahead of a true comprehension of the role.
Different Methods for Evaluating Fit
Although the “impossible question” generates discussion, there are alternative methods to assess a candidate’s fit for a role:
Behavioral Interviewing: Highlighting the candidate’s prior experiences and how they responded to particular circumstances can provide important context for understanding how they solve problems and approach new tasks.
Skills-Based Evaluations: An applicant’s suitability for a position can be determined immediately by testing pertinent abilities such technical proficiency, communication, and critical thought.
Fit Between the Work Style and Values of the Company: An interview’s questions and exchanges can reveal whether a candidate’s work style and values complement the company’s culture.
The success of any interview technique ultimately depends on the particular position and business. Although Rogers’ deceptive question might be useful to his organization, it’s crucial to think about other approaches to guarantee a thorough interview process that draws in and selects the top candidates.
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