Over ten years ago, something terrible happened in Yaroslavl, a Russian City.
One day quite some time ago, a neighbor heard that a baby was crying in a house not far away, but at the time he didn’t think about it a whole lot and went back to his daily life.
In the days that proceeded, he noticed that the baby continued to cry inconsolably, even though no one had seen any signs of life from the house, there were never lights on or any sign of activity at all.
The neighbors really started to worry and called the police to investigate.
When the police got into the house it was derelict and empty, the people who had lived there before had taken all their things, cleared the house, and disappeared.
The only thing that was left in the house was their own little baby, how awful!
The little girl was one year old and they found her on a dirty cold floor all on her own for many days!!
The authorities investigated further and discovered that the baby was called Liza Verbitskaya, although her parents were nowhere to be seen, in fact, no one could find them or knew where they were.
Little Liza was taken to a doctor and she recovered in the hospital for a good number of days to make sure she really was nursed back to health after her ordeal.
While she was in the hospital there was a woman called Inna Nika, she was there looking after her sick son and was there day and night.
One particular day she happened to hear a scream from the hospital room next door and had a look inside the room, out of curiosity and concern, to see what was going on. Little Liza was there in the room and Inna felt a maternal pull toward the little girl.
From that day forth, Inna visited Liza every day and came with clothes, food and toys for her.
Inna was about to visit Liza one day, like every other day, but Liza was not there, she had gone. She found out that the little girl was thought to be strong enough to be released from care at the hospital to an orphanage.
Inna felt so empty and really yearned to be reunited with the little girl again, so much so that she made the decision to go and find her!
When she did find her she felt that there was no doubt in her mind, she wanted to adopt the little girl. Inna began the adoption process as soon as she could and after a lot of paperwork Liza was given permission to live with Inna and her family, where she loved her like one of her own.
When Inna adopted Liza, with the paperwork and delays, she was nearly two. She was so afraid of loud noises she couldn’t chew food! She had been very traumatized…
Inna was more determined than ever to give the little girl the ware and love that she had always needed and her dark times were clearly in the past.
Liza found it difficult to learn to walk, but as she got older Inna joined her with a dance school, she hoped that she would become more comfortable in herself and it would bring her out of her shell.
Exactly why, nobody will be 100% sure, but with all the love and the care she received from her adopted mom, it wasn’t long before Liza bloomed like another girl of her age.
Liza was really dark skinned unlike her siblings and stuck out like a sore thumb, it really was not easy as she began to grow up. Inna always said to her daughter that she should never listen to others as they are easily driven by jealousy.
The now teenage Liza has won several beauty contests, many talents show and worked her first job as a fashion model. Such an amazing contrast to how her life started and how she has succeeded!
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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