1. Slim women are usually found attractive
They have thin legs and arms, tight body and absolutely no folds. You bet they are indeed attractive. They are able to slay body fit dresses effortlessly, rock high heels like crazy with their straight posture. And not to mention when they are in lin,,gerie… (ok, bye)
2. Slim women are perceived as sekzually agile
Ok, not hating on my plus size queens but let us face it, slim girls r0ck them fellas really good. You know, they are lighter in weight, easily controllable in bed and all that stuff. So the guys who are equally active in bed wouldn’t want to be cheated. Its like Game of Thrones (think about it).
3. Slim women are usually seen as healthy
I know you might be surprised because probably you know a slim girl who can’t even walk 3 blocks and eats junk like no body’s business. Yeah, my bestie is just like that. But since they are the ones with the flat bellies and smaller waistlines, brisk walks like they are on the Victoria Secret runway and so on, guys naturally want to think they are healthier than the plus-sized ladies. (I know you rolled your eyes again)
4. Slim women seem healthier for having babies
Slim women are perceived healthy, it is like the system is prepared for anything and they have lesser fat, it is believed that the womb is stronger and can easily carry the fetus with no complications.
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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