The journey from Atlanta to San Francisco started with the usual chaos of traveling with a 14-month-old. My baby was fussy and crying, clearly uncomfortable in the confined airplane cabin. I felt the judgmental stares of other passengers, silently criticizing my inability to soothe her. Anxiety churned in my stomach as I tried everything to calm her, but nothing seemed to work.
About an hour into the flight, a kind-looking man sitting across the aisle caught my attention. With a warm smile, he offered to help, saying, “Would you like me to hold your baby for a while? I have a daughter around the same age, and I know how tough it can be. Let me take her for a bit; I think I can calm her down.”
Exhausted and desperate for a moment of peace, I hesitated only briefly before accepting his offer. He seemed genuine, and I was at my wit’s end. As he took my baby in his arms, she stopped crying and even started to smile, much to my relief.
Feeling relieved, I turned to retrieve my laptop and some snacks from my backpack, taking advantage of the calm. But when I turned back, my heart sank. My blood froze as I saw the man whispering something into my baby’s ear, his expression changing from kind to something far more sinister.
Panic surged through me. Was he trying to harm her? Was he planning to kidnap her?
My protective instincts kicked in, and I forced myself to stay calm. I couldn’t let fear paralyze me. I stood up and walked quickly but steadily towards him. “Excuse me,” I said, my voice shaking, “I think I need to take her back now.”
The man looked up, startled, but then smiled warmly again. “Of course,” he said, handing my baby back to me without any resistance. I held her close, feeling her little heart beating rapidly against mine.
As I sat back down, I watched the man out of the corner of my eye. He seemed to sense my suspicion and kept his distance for the remainder of the flight. I tried to focus on my baby, but my mind kept replaying the moment.
When we finally landed, I quickly reported the incident to airport security. They took my statement seriously and assured me they would investigate.
A few days later, airport security contacted me. They had reviewed the footage and spoken to the man. It turned out he was a well-known child psychologist who often calmed children on flights. His intentions had been entirely benign.
Feeling relieved and slightly embarrassed, I thanked them. The experience was a stark reminder of the importance of vigilance and a parent’s protective instincts.
This flight became a story I shared with friends and family, not just as a cautionary tale, but as a testament to the powerful bond between a parent and child. Despite the initial fear, it had a happy ending. I learned to trust my instincts and to be open to the kindness of strangers. In the days that followed, I became more appreciative of the small moments of peace and joy with my baby, grateful for the kindness that still exists in the world.
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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