On a frigid evening, elderly Lili encounters a shivering boy named Harry. Desperate and alone, Harry pleads for shelter, and Lili’s compassionate heart cannot refuse. As Harry reveals the horrific conditions of his foster home, Lili takes a brave stand, igniting a journey of rescue and hope.
Lili, an elderly woman with silver hair and kind eyes, walked slowly home late in the evening. The cold night air made her shiver, and she pulled her coat tighter around her.
As she turned the corner, she saw a small figure huddled against a lamppost. It was a young boy, no older than ten, with tousled hair and a thin jacket that did little to protect him from the biting cold.
“Excuse me, ma’am,” the boy said, his voice trembling. “Can I come home with you? I have nowhere else to go, and it’s so cold.”
Lili’s heart went out to him. She could see the desperation in his eyes. “Of course, dear,” she said gently. “Let’s get you out of this cold.”
She led Harry, the boy, to her small, cozy home. The warmth inside was a stark contrast to the freezing night outside.
Lili guided Harry to a chair by the fireplace, where he could warm up. She bustled around the kitchen, quickly preparing some cookies and a hot beverage.
“Here you go, sweetheart,” she said, handing him a plate of freshly baked cookies and a steaming cup of cocoa. Harry’s eyes lit up as he took a bite, savoring the warmth and sweetness.
As they sat by the fire, Lili picked up the phone and called the police, wanting to ensure Harry’s safety. While they waited, Harry began to open up.
“I live in a foster home,” he said quietly. “There are too many of us in a small room.” His voice quivered as he spoke.
Harry told her everything he could. He even tried to tell Lili where the house was so she could help other kids.
“Oh, my dear,” Lili said softly, her heart breaking for him. “No child should have to go through that.”
When the police arrived, Harry clung to Lili’s hand, not wanting to leave. She knelt down to his level, her eyes filled with warmth and reassurance.
“Harry, you need to go with them now,” she said gently. “But don’t worry. I’ll visit you tomorrow with more cookies, just like these. Everything is going to be alright.”
Reluctantly, Harry nodded and let go of her hand. As the police took him to Child Protective Services, Lili watched from her doorway, her heart heavy with concern. She hoped with all her might that she had done the right thing and that Harry and his friends would find the help they needed.
The following morning, as the sun cast a soft glow through her kitchen window, Lili sat at her small wooden table, her mind still on Harry. She dialed the number for Child Protective Services, her fingers trembling slightly. After a few rings, a woman answered.
“Child Protective Services, how can I help you?”
“Hello, my name is Lili. I took in a young boy named Harry last night and the police brought him to your office. I wanted to check on him.”
There was a brief pause on the other end. “Oh, yes, Harry. We looked into his case, and he was returned to his foster family. There was no evidence of poor treatment.”
Lili’s heart sank. “But he told me about the terrible conditions. He had bruises. Did anyone check on him thoroughly?”
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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