In her memoir, released after her death, Lisa Marie Presley says that when she and her second husband, Michael Jackson, started their relationship, he was a virgin. Michael Jackson, known as the “King of Pop,” passed away from a heart attack in 2009 at the age of 50, just weeks before his final tour was set to begin.
Michael Jackson married singer Lisa Marie Presley in 1994, but they divorced two years later. Presley passed away in January 2023 at the age of 54 due to complications from weight loss surgery. The two first met in 1975 when Lisa was just seven years old at a Jackson Five concert in Las Vegas, where her father, Elvis Presley, was also performing.
Their romance didn’t start until about 20 years later, when Lisa Marie was 26 and Michael was 35. They got married shortly after Lisa divorced her first husband, Danny Keough, with whom she had two children.
In her book From Here to the Great Unknown, released on October 8 and finished by her daughter Riley Keough, Lisa Marie Presley shared that Michael Jackson told her he was still a virgin when they got together. He mentioned that he had only kissed Tatum O’Neal and had a non-physical relationship with Brooke Shields. He also said Madonna once tried to hook up with him, but nothing happened. Lisa Marie admitted she was nervous about doing something wrong.
She added that when Michael decided to kiss her for the first time, he took the lead in everything. The physical side of their relationship started quickly, which surprised her because she thought they might wait until marriage. But Michael told her, “I’m not waiting!”
In her memoir, Lisa Marie Presley wrote about how their relationship grew. Michael Jackson told her, “I don’t know if you’ve noticed, but I’m completely in love with you. I want us to get married and for you to have my children.”
At first, she didn’t know what to say, so she replied, “I’m really flattered, I can’t even talk.” She added that by that time, she had fallen in love with him too.
Macmillan
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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