Riley Strain’s cause of death has been confirmed by an autopsy report obtained by TMZ.
According to the report, the 22-year-old college student died from drowning and alcohol poisoning. His death was ruled an accident.
This news comes three months after Strain’s mother shared her son’s final text message.
Strain, a senior at the University of Missouri, went missing in early March during a trip to downtown Nashville with his fraternity brothers.
The night he disappeared, Strain was asked to leave Luke’s 32 Bridge Food + Drink. Although his friends didn’t see him again after he left the bar, surveillance cameras, including a police officer’s body camera, spotted him several times before he vanished.
One of Strain’s friends called the police the next day to report him missing. Authorities started searching for him, but it wasn’t until March 22, two weeks after Strain was last seen, that they received a report of a body in the Cumberland River.
Officials confirmed the body was Riley Strain. He was found eight miles from where he was last seen.
#BREAKING: Riley Strain Press Conference:
-Around 7:28am, worker discovered body
-When removing an object from river, the body surfaced
-Fire Department retrieved body
-Medical Examiner reviewed body, confirmed to be Riley Strain
-Family has been contacted
-No signs of foul play… pic.twitter.com/ZeBrwJeDou— Alex Caprariello (@alcaprari23) March 22, 2024
The Tennessee Chief Medical Examiner’s report showed that Riley Strain had Delta 9 (a component of marijuana) in his system and his blood alcohol level was .228.
The autopsy also noted that there were no significant signs of injury.
When I first heard about Riley Strain, I hoped so much that he would be found alive. It’s so tragic that his life ended this way. Every day, I continue to pray for his family.
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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