NBA G League player R.J. Hampton admitted on video that he left “bruises” on his ex, Tiffany Jeffcoat, who is the mother of his child.
On Monday, Jeffcoat, who has over 1.5 million followers on TikTok, posted a video of herself confronting Hampton. She said he was trying to take their 1-year-old son, Halo, from her while they were traveling.
In the video, Hampton can be heard yelling at Jeffcoat, saying, “Shut the f–k up talking to me, b–ch! Please!” as their son climbed near his feet. Hampton also said, “I don’t care if you got me on recording. I could care less.”
On Monday, the influencer shared a video of herself confronting the NBA first-round draft pick, claiming he was trying to “take” away their 1-year-old son, Halo.
tiff.jeffcoat/TikTok
Hampton, 23, said he was “afraid” Jeffcoat would accuse him of abusing her when he took their son.
Jeffcoat responded by reminding him that he had hurt her before. Hampton, who is 6-foot-4, got angry and told her, “Get the f–k outta here with that stupid stuff.”
She then reminded him that she has pictures of the bruises he allegedly left on her arms. Hampton seemed unbothered, saying no one would “care.”
Jeffcoat told him, “But they came from your hands.” Hampton responded, “Of course they did. Did I punch you? Did I slap you? So shut the f–k up!”
tiff.jeffcoat/TikTok
tiff.jeffcoat/TikTok
Jeffcoat replied, “Just because you didn’t punch me doesn’t mean it’s okay. Wow.”
Hampton also insulted her mom, saying he didn’t care if his son’s grandmother was “dead or alive.”
In another TikTok video, Jeffcoat said she was “stranded” in Oklahoma with “no hotel, no car” and claimed Hampton took their son from her.
She said, “R.J. literally grabbed Halo off the ground, walked out, got in the car, and left. He didn’t tell me where they were going… didn’t take any of his stuff. He’s not allowed to do that.”
tiff.jeffcoat/TikTok
tiff.jeffcoat/TikTok
Jeffcoat said she called the police, but they couldn’t help because it was “a civil matter.”
Page Six tried to contact Hampton’s representative for a comment but didn’t get a response right away.
Not much is known about Hampton’s relationship with Jeffcoat.
After Jeffcoat’s video went viral, Hampton turned off the comments on his Instagram.
tiff.jeffcoat/TikTok
rj14/Instagram
Hampton was picked by the Milwaukee Bucks as the 24th pick in the 2020 NBA draft.
In September, he was traded to the Delaware Blue Coats, a team in the NBA’s G League.
In August, Hampton celebrated his son’s first birthday with a sweet post on Instagram.
He wrote, “Mr. Freaking Halo Man!! Bubs I can’t believe you are 1 year old Daddy wants you to stay little forever and ever!!” and shared a bunch of pictures of him with his son.
rj14/Instagram
NBAE via Getty Images
NBAE via Getty Images
Hampton wrote, “Honestly, buddy, you are the greatest blessing God ever gave me. You’ve taught me so much about who I am and who I want to be for you! ”
He said he would always be there for Halo and would “continue to set a great example for you and work hard every day to give you everything you deserve, and that’s the world!!”
He finished with, “You are my heartbeat, I can’t imagine life without you, and life before you doesn’t matter anymore. Me and you, little man!! The legacy continues, and I can’t wait for you to have the best day. Happy 1st birthday, Halo. I love you forever
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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