Footage capturing Taylor Swift’s compassionate gesture towards a young fan at a Lisbon concert has captivated viewers worldwide, resonating deeply with audiences.
The renowned 34-year-old artist made a stop in Lisbon, Portugal last weekend during her highly acclaimed Eras tour, performing at Estádio da Luz on Friday. The tour, spanning over three and a half hours, showcases Swift’s evolution through distinct periods of her career, each tied to her iconic albums.
Swift, known for her interactions with fans, has been distributing trilby hats reminiscent of her “Red” phase during the tour. This phase, dating back to her 2012 album, featured Swift in a black trilby, alongside other signature styles. At each concert, particularly during the performance of her hit “22”, Swift concludes the show by presenting a lucky audience member with one of these cherished hats.
During Friday’s performance in Lisbon, Swift approached a young fan who was enthusiastically singing along. Overwhelmed with joy, the fan was moved to tears as Swift embraced her and gifted her with the iconic trilby hat. Swift continued the heartfelt exchange by exchanging a high-five with the delighted youngster, who blew a kiss in return before Swift returned to her dancers.
The touching moment was captured on video and shared by The Swift Society, a fan account on Twitter, where it quickly went viral, garnering over half a million views and touching the hearts of countless fans worldwide.
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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