After months without a job, I finally got an offer from my dream company. Excitement quickly turned to dread, though, when I saw who my new boss was—my old college rival, Tyler Wilson, the guy who’d made my college years miserable.
My roommate, Shanti, pushed me to open the acceptance email, and for a moment, I felt thrilled. But my stomach dropped when I read I’d be working under Tyler. On my first day, he ignored me and made a pointed comment about my tattoos, reminding me of his arrogant college self. Frustrations built as I emailed him about necessary equipment upgrades, but he ignored me—until I discovered he’d canceled my order. I decided to confront him directly, storming into his office, ready to quit if it meant dealing with his pettiness.
But then, I overheard him in a meeting, advocating for me and demanding my equipment order be approved. When I confronted him, Tyler admitted he’d been trying to shield me from biases in the company, and confessed he’d once had feelings for me but handled it poorly back in college. We laughed over the misunderstanding, and he asked me out to dinner as an apology. For the first time, I saw a side of Tyler I hadn’t expected, and it left me wondering—maybe, just maybe, people really could change.
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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