Youngsters frequently lack awareness of the consequences of adopting trends they see online, including the fact that they may pose a serious risk to health.
Due to something that happened to their young kid, this family is suffering through the most terrible catastrophe. They are now alerting others about this. Continue reading to learn more.
The family of an 11-year-old child who died as a result of a horribly dangerous social media trend is in mourning. In order to prevent anyone else from becoming a victim of the same thing, the family now wishes to warn others and encourage parents to speak with their kids.
A concerning pattern among youths on TikTok resulted in the demise of Tommie-Lee Billington, an 11-year-old from Lancaster, England.
This comes after, according to The Sun, two adolescent females perished while taking part in the same “challenge” on the app.
It all began on Saturday while 11-year-old Tommie was spending the night at a friend’s house. Then, after viewing a challenge on the TikTok app, the guys “huffed.”
This entails breathing in hazardous gasses or intoxicating chemicals. Spray deodorant, glue, and dry shampoo are a few examples.
Tommie’s heart stopped instantly when he and his companion chose to follow the TikTok fad. The hospital team said he passed away immediately. The family is currently grieving the 11-year-old’s untimely death.
His mother Sherry has advised other parents to have a conversation with their kids and to get them off of TikTok. She posted an appeal on Facebook, saying, “My son lost his life because he tried something that other youngsters were doing. Please discuss the repercussions of this with your kids. I don’t see why someone would even attempt this! It’s really risky!
“I’ve never experienced such agony.” My tornado. I adore you so much, my friend. My little boy. I shall cherish you always in my heart. She posts on her Facebook page, “I promise to do everything in my power to ensure that your name and beautiful face become the reason that other children’s lives will be saved and other families don’t have to suffer this deep, deep hurt.”
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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