A heartbreaking tragedy took place when a 3-year-old boy named Josiah Toleafoa was killed on the day he was supposed to celebrate his third birthday.
The sweet boy and his family were at the parking lot of Play City, an indoor venue for kids’ parties, when a car hit Josiah.
Witnesses of the tragedy said that his devastated mother screamed and cried hysterically as paramedics were trying to save his life. Unfortunately, Josiah didn’t make it. He died at the Rady Children’s Hospital.
This family’s lives turned upside down. What was supposed to be a day of joy turned into the worst experience of their lives. Their happiness was replaced with grief and sorrow and their world shattered into a million pieces.
Reportedly, the 36-year-old driver who killed Josiah and whose identity hasn’t been confirmed wasn’t under influence of drugs or alcohol. He stayed at the scene and cooperated with the authorities and reasons behind the loss of control haven’t been confirmed.
Members of the family started a GoFundMe to help Josiah’s mom and dad with the funeral expenses.
“JOSIAH brought the family together- his incredible SMILE, LOVING HEART simply brought JOY to any room. There was no time to see him do amazing things. I KNOW HE WOULD HAVE MADE A DIFFERENCE IN THE WORLD,” the boy’s aunt, Tatiana Toleafoa wrote.
“We’re doing this gofundme to help with my sweet nephew’s funeral expenses and services for the little angel that touched so many lives in so many different ways before he was called to Heaven. Any amount would help, anything at all. We are so thankful to have loving family and friends to be with us and love us through this horrible tragedy and want to be able to put him to rest to say goodbye and never forget the little boy who loved with a tremendous heart,” the page stated.
The owner of Play City donated $2,000 to the Josiah’s family and that the landlord matched his donation as well.
Currently, no arrests have been made.
We are so very sorry for this family’s heartbreak. There is no greater loss than that of losing a child.
Rest in peace, Josiah.
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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