Investigators have found human remains inside the car of a woman who disappeared in Arkansas 23 years ago with her child.
Adventures With Purpose, a charity that works to solve cold cases around the nation, found Samantha Jean Hopper’s car in eight feet of water on Tuesday, according to a statement from the Pope County Sheriff’s Office.
The missing report for Hopper was filed on September 11, 1998.
Samantha, her daughter, and her blue Ford Tempo were never found, according to the statement. Samantha was reportedly on her way to drop off her daughter Courtney Holt before going on to a performance in Little Rock.
The automobile was discovered eight feet below the surface by the charitable organization.
The human remains in the automobile will be taken to the Arkansas State Crime Lab in Little Rock, according to officials, so that their DNA may be examined.
The Pope County Sheriff’s Office released a statement saying, “We are grateful to have played a small part in helping to bring this 23-year-old case to closure and would like to send our sincere condolences to the family of Samantha Hopper and Courtney Holt.”
Hopper’s daughter Dezarea wrote on a memorial page that her mother was nine months pregnant when she vanished.
Dezarea’s sister was roughly two years old. Dezarea described the discovery of their bodies as a “relief.”
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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