Introducing BenBen, widely regarded as the internet’s most poignant feline story.
BenBen faced a bleak future in a shelter, his journey marred by a fractured back, severe cuts, and a damaged ear, a testament to his harrowing ordeal.
It appeared BenBen had encountered a larger animal, leaving him in a dire state. Shelter staff observed him withdrawn, not eating or moving much, resigned to his fate.
Fortunately, a compassionate veterinary worker intervened, offering BenBen a lifeline. The transformation was nothing short of astonishing.
Within hours of arriving at his new abode, BenBen underwent a remarkable shift.
He began purring, smiling, and seeking affection, a clear indication of gratitude and newfound comfort. It seemed he finally realized he was safe and loved, embracing his second chance wholeheartedly.
Against medical predictions, BenBen not only regained mobility but also started running and jumping with joy. Despite ongoing medical needs, BenBen’s demeanor transformed from the most desolate to the most content cat imaginable.
Credit goes to the dedicated individuals who refused to give up on BenBen, ensuring he not only survived but thrived. His story stands as a testament to resilience and the transformative power of compassion.
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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