Ryan Seacrest is a well-known figure in the entertainment world, but he’s feeling the pressure as he gets ready to take over from Pat Sajak as the host of *Wheel of Fortune*.
According to sources in the US, Radar Online reports that Seacrest is using special techniques to deal with his anxiety about this big new job.
Fans know that 77-year-old Sajak is stepping down after more than 40 years as the show’s host. Seacrest, who is 49, has been chosen to replace him, but taking over such an important role is a huge challenge.
Even though Seacrest has a long and successful career on TV, insiders say he still feels the pressure of taking on such an iconic job.
One source told Radar Online: “Ryan often takes on more than he can handle. He’s nervous right now, but he’s always wanted to be the next Dick Clark, and he’s become that. But he’s only human, and filling Pat Sajak’s shoes on *Wheel of Fortune* is a massive challenge.”
If anyone is right for the job, it’s Ryan Seacrest, who also hosts *American Idol*. But to prepare for hosting *Wheel of Fortune*, he’s using some tried-and-true methods to get ready. The first episodes with Seacrest as host are expected to air this September.
According to a source, “He’s doing everything he can to handle the nerves before his new job. That includes getting at least eight hours of sleep and listening to audiobooks for anxiety, because Ryan doesn’t know how to switch off by himself.”
The source added, “He has other helpful tricks, too. Just going outside for some fresh air and sunshine helps him relax. He’ll also have a cozy, air-conditioned trailer at the studio where he can unwind.”
Ryan Seacrest shared a heartfelt tribute to Pat Sajak three weeks ago. In his message, he praised the famous host’s partnership with Vanna White, 67, and said Sajak had “set the standard for hosts everywhere.”
On Instagram, Seacrest wrote, “Pat, congratulations on an incredible run with *Wheel of Fortune*! Your dedication, charm, and wit have made the show a beloved part of American television for decades.”
He continued, “Your partnership with Vanna has been nothing short of iconic, and together, you’ve created countless wonderful memories for viewers. You’ve set the standard for hosts everywhere.”
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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