A woman dated her boyfriend for nine months, and they often went out to eat with his two children. However, she noticed a pattern – he would “forget” his wallet, leaving her to pay the bill. This happened multiple times, leaving her broke. She felt like she was being taken advantage of, and her financial situation was suffering.
One night, she reminded him to bring his wallet, but he laughed it off. At the restaurant, his children ordered expensive meals, and when she asked about his wallet, he claimed to have forgotten it again. She had had enough and left the restaurant, refusing to pay for them again.
Her boyfriend called her selfish, saying she had no sympathy for him and his children. He claimed he had to cancel their food order and take them home hungry. However, the woman felt it wasn’t fair to always expect her to pay. “I’m not prepared to pay for him and his children each time we go on a date. I don’t feel it’s fair,” she said. She was tired of being taken advantage of and wanted a more equal relationship.
Redditors sided with the woman, believing her boyfriend was using her. They pointed out that his consistent “forgetfulness” was likely a tactic to take advantage of her kindness. The woman stood by her decision, and the community supported her, saying she had every right to prioritize her own financial well-being.
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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