My dear Gran-Gran invited our family to celebrate her birthday, and that’s when it all began. I had no idea that my family would let her down in such a painful way. I was resolved to impart a lesson on them that they would never be able to forget.
Gran-Gran is a remarkable woman who raised my siblings and me essentially during our parents’ divorce. She is everything to me, thus I found it incomprehensible that the other members of my family could let her down.
Rather than having us arrange something exceptional for her 83rd birthday, Gran-Gran decided to host a brunch at her home. She got up early to bake her own bread and pastries in spite of her health problems. Even though her hands were shaking, she wrote and assembled the invitations herself.
I was inspired to attend by Gran-Gran’s special day by the time and work she put into it. Regretfully, work obligations caused me to arrive ten minutes late. I was astonished to find my grandmother clearing dishes off the table and putting coffee down the sink when I first went in.
I questioned Gran-Gran why there was nobody else at the celebration, feeling both confused and worried. She told me, fighting back tears, that nobody had bothered to come. Her attempts to conceal her disappointment and act as though everything was fine crushed my heart.
I was unable to overlook this. I vowed to myself that I would make up to Gran-Gran and leave my family with a lasting lesson. I excused myself and went outside to make some phone calls after spending some quality time with her.
Initially, I informed my mother over the phone that my grandmother had fallen and was currently in the hospital. I put her under pressure by telling her that if she had gone to the brunch, the accident might have been prevented. My mother consented to send funds to pay the fictitious hospital expenses.
Next, I called my brother and asked him why he hadn’t been there. I informed him that Gran-Gran was hospitalized and that his presence might have had an impact. He said he would pay some money toward the imaginary bills.
I called additional relatives in a similar way, making them feel bad and persuading them to contribute money for the purported hospital bills. I surprised Gran-Gran with a trip to a stunning location she had always wanted to see with the money we raised.
We made wonderful memories together and lavishly celebrated her birthday during our time together. Gran-Gran was beaming with happiness when we got home. My family never missed another event after that day. Every birthday, holiday, and Sunday meal they attended.
I had no remorse about what I did, even though they still gave me the cold shoulder over it. Gran-Gran’s joyful expression made it all worthwhile. How would you have responded if you had been in my position? Tell me what you think.
Though it has been romanticized for artistic purposes, this work draws inspiration from actual individuals and events. For reasons of privacy protection and story improvement, names, characters, and details have been changed. Any likeness to real people, alive or dead, or real events is entirely accidental and not the author’s intention.
The publisher and author disclaim all liability for any misinterpretation and make no claims on the veracity of the events or character portrayals. The thoughts represented in this story are those of the characters and do not necessarily represent the viewpoints of the author or publisher. The story is offered “as is.”
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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