Any kind of music can benefit from an effective acapella song, whether it’s because the vocalists can hold the listener’s attention or because there aren’t any unnecessary instruments that call attention to the lyrics.
This is particularly true of the acapella performance of Josh Groban’s 2003 hit song “You Raise Me Up” by Brigham Young University (BYU) Vocal Point. They breathe new life into this upbeat song.
Learners In 1991, Dave Boyce and Bob Ahlander started BYU Vocal Point, an acapella group. The quartet became well-known on campus after their debut performance, which was sold out.
Not only did BYU Vocal Point finish fifth in the third season of NBC’s The Sing-Off, but since its founding, the group has received additional awards.
When they revealed on social media in December 2018 that they had signed a record deal with the classical label Decca Gold, part of the Universal Music Group, they became even more well-known for their talent.
“We’re just regular college students doing amazing things,” said member Jason Bromley.
The vocal performance in the “You Raise Me Up” music video is powerful.
The gorgeous landscape of mountains and valleys serves as the backdrop for the music video for “You Raise Me Up.”
The tape starts with a single, distinct voice, and a second later, another one harmonizes with it to create a rich, multilayered sound.
In addition to their crisp, bright vocals, the group produces amazing vocal percussion noises.
The vocalists’ performance of the song gets more engrossing as they move through the hilly landscape.
The situation nearly descends into an overly serene condition, demonstrating the ability of music to carry listeners away.
It’s hard to tell who the lead singers are because of how well their harmonies mesh.
They offer a strikingly distinctive interpretation of this much covered song, rather than just copying the original.
The song incorporates their distinct style and arrangement, and the new hook at the end improves the harmonies. An extra student chorus supports the crescendo, resulting in an incredibly potent finale.
You will love BYU Vocal Point’s amazing performance of “You Raise Me Up.” Enjoy this memorable and moving performance while you relax.
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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