The world’s most famous blue man, Paul Karason, also dubbed Papa Smurf, was born as a fair-skinned, freckled boy with ginger hair. In the 2000s, he became an internet sensation and made many TV appearances, openly talking about his condition. Let’s find out together why Karason turned blue and how he became a cautionary tale.
Paul Karason had a skin condition that made his skin flake, as well as acid reflux and arthritis. Doing his own research in order to improve these ailments, he found out about a solution of silver in water, also known as colloidal silver.
Colloidal silver was widely used as an antibiotic back before penicillin was invented in the 1930s. It was banned in 1999 in over-the-counter medications after scientists found that it can severely damage internal organs.
The late Paul Karason and his wife, Joanne
Karason drank what he believed was a miracle cure for over 10 years. Moreover, he even began to apply a silver preparation directly to his skin; he claimed his acid reflux and arthritis just went away. “I had arthritis in my shoulders so bad I couldn’t pull a T-shirt off. And the next thing I knew, it was just gone,” he shared.
Due to the silver accumulation in his skin, he started to turn blue and suffered from a permanent and rare condition called argyria. Only when Karason met an old friend who asked him, “What have you done to yourself?” did he begin to realize he’d become blue.
Karason claimed his blue skin had many advantages — he never got sunburns or had to wear sunglasses. There were some side effects he did not appreciate, however, such as folks “being less than polite” to him. Moreover, Karason confessed he couldn’t get a job because of employers’ resistance to hiring “people that are blue or that are noticeably different.”
Sadly, Paul Karason passed away in 2013 when he was 62 years old due to heart complications.
Papa Smurf’s story serves as a valuable lesson about the importance of being careful when it comes to at-home remedies. While it’s natural to want to find easy solutions to health problems, it’s important to be aware that such remedies can sometimes pose serious risks. It’s always better to consult a doctor and follow their advice for a safe and effective treatment.
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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