The legendary businesswoman Martha Stewart, known for her exquisite home décor and culinary prowess, is making news once more.
But it’s not for her newest dish or do-it-yourself project this time.
Stewart, who is eighty-two, is embracing her individuality and rejecting ageist preconceptions, especially when it comes to her style choices.
Stewart was asked recently about how she approaches dressing for her age while she was in New York City for the Fashion Group International Night of Stars event. Stewart dismissively answered the question of “dressing for one’s age” when it was posed, asking, “Dressing for whose age?” as reported by the Huffington Post.
For all women, Stewart’s defiance of age-related fashion standards is an inspiration. She asserts loudly that she doesn’t take age into account when making dress decisions, saying, “I don’t think about age.” I believe that as people get older, they get more and more amazing, and I salute each and every one of them, according to Page 6.
She declares with pride, “I’ve dressed the same since I was 17,” demonstrating her confidence.
Stewart has been causing a stir on social media with her daring dress choices in addition to her red carpet appearances. From taking pictures by the pool to becoming the oldest model to appear on the cover of Sports Illustrated Swimsuit Issue in history, Stewart celebrates her sexuality and individuality with unwavering courage.
In an open interview, Stewart highlighted how happy she was to be acknowledged as a sex icon at her age and how it could serve as an inspiration to others. She said, “I’m a teacher,” according to the Huffington Post. “I want to show people that having a great appearance is possible.” There’s no justification for moping around.
Stewart kept her usual sense of humor and spontaneity when questioned about her future intentions to share “thirst traps” on social media. Stewart’s lighthearted approach to life is charming and inspirational, whether he’s laughing about taking a picture with a polar bear in Greenland or just letting things happen.
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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