The subtle details of clothing often hide interesting stories. Take a look at the back of your shirts, ever noticed that little loop? You’ll often find it on dress shirts for men, seemingly inconspicuous but with a couple of intriguing purposes you might not have known about.
While dress shirts are typically part of more formal attire, they can also be dressed down for a casual look when paired with the right pants and accessories. But that loop on the back? It wasn’t just arbitrarily placed there.
Originally, it was a thoughtful addition for those hitting the gym frequently. Its purpose? To make hanging the shirt on a hanger a breeze, especially when you’re on the go and need to transition from one place to another without fussing about where to put your shirt.
Interestingly, that little loop had a flirtatious function too. In the past, it was used as a subtle signal of relationship status. If the loop was out and visible, it supposedly indicated that the person was taken, hence not needing to hang around looking for a place to hang their shirt. However, over time, its significance has faded away, becoming just another mundane part of shirt design.
Fashion trends may have evolved dramatically over the last century, but some elements remain unchanged. Men’s clothing, in particular, holds onto certain timeless features. Case in point: the back-of-the-shirt loop.
Often termed a “locker loop” or even a whimsical “fairy loop”, it’s stitched onto most Oxford or button-down shirts. Its primary purpose? Hanging up the shirt. Legend has it that these loops trace back to U.S. sailors who used them to hang their shirts aboard ships.
During the 1960s, they became an integral part of mainstream menswear, especially on college campuses as part of the “preppy” look. Gant, a clothing manufacturer, is often credited with popularizing this button-down style across Ivy League campuses. The man behind the brand initially introduced this shirt design to Yale University’s shop for male students, and from there, its popularity spread far and wide.
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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