Shadowing Practice: Phone Interview with a Recruiter - Learn English Speaking with Video
Creando lección...
1
Hi.
2
My name is Jeff H.
3
Seid from PracticeInterviews .com, where we offer a host of services and we have a ton of free resources.
4
Check out our website.
5
In this video, we are going to cover the interview with the recruiter, There are so many questions that are coming up from our clients
6
and in our lives every week that ask a lot of questions about this interview and
7
I want to really focus on the fact that I have about 12 to 13 years of recruiting experience, I've done thousands of these initial candidate interviews,
8
and I want to give you a little bit more insight into what they look like.
9
And we're going to talk about everything.
10
We're going to talk about the preparation, considerations, logistics, what will be asked of you
11
and then finally what types of questions you should ask
12
and i'm going to dump a ton of information in the youtube description to really help
13
and guide you if you like my content please like
14
if you have any comments please comment below and if you like my overall content please subscribe.
15
Item one is prep.
16
And there's a few ways that you can prep for this conversation.
17
Item one, the job description.
18
So I'm actually going to pin a link down in the YouTube description where you can join
19
and get into our free course where we really walk through this exercise.
20
But a couple of things I want you to think about.
21
I want you to create a streamlined overview
22
and then I want you to identify key words
23
And I want you to go back through
24
and do this exercise a few times to just kind of identify what is most important.
25
What appear to be the most important skills and needs for the role.
26
Just going through this simplistic exercise is a
27
critical part of your prep and will help you feel more prepared for this recruiter conversation The second item is company research.
28
Some recruiters will literally ask you, "What do you know about our company?" or why this company, or what is your favorite product,
29
or name your three favorite product, or what happened recently in the news.
30
And we'll get back to this later on in our conversation, but Along with a JD, it's important that you've at least done some basic research.
31
Some recruiters will want to challenge your knowledge about the organization.
32
And it's just to see how much you've prepared, if you really, really care.
33
Because if you have, you'll have done just a little bit of research, not a ton.
34
The last is domain and technical knowledge.
35
And so When it comes to specific domain knowledge, I mean, that's going to be an area where either you really have it or you don't.
36
But there are some ways you can up your game just a little bit in terms of prep.
37
Let's say you spent the last three years working on AWS or with AWS technologies, and now you're interviewing for GCP.
38
Well, understand some of the basics, just the basics.
39
Remember, your recruiter is not supposed to be an expert in this space.
40
But if you learned a little bit about GCP, it could help your conversation.
41
You can also build up just a little bit of that specific product knowledge as well.
42
That's something else to consider.
43
And then lastly, on the technology side, and we're going to reference this later, but There are some interviews that are going to have some technical questions.
44
So just understanding some of the fundamentals that might be important for the role that can also be helpful.
45
Lastly, is questions.
46
We will deep dive into this section later on, but you're going to want to really prep those questions.
47
Here's the good news.
48
I've prepped those questions for you, and I'll put them in the YouTube description for you.
49
Item 2 is considerations.
50
So I want to take a little bit of a different lens here.
51
This is something that other people talk about, but I want to put it all together.
52
It's a pretty big item.
53
So let's dive in and talk through a few of these things.
54
So the purpose, why are we having this conversation with the recruiter?
55
It's really two items.
56
It's going to be skill alignment, and communication skills.
57
So they just want to check that you have the minimum qualifications needed to do this job
58
and specifically maybe the hiring manager has told them a few of their specific needs
59
based on what they want overall or based on what they've seen from the recent candidate pool.
60
Now, your communication skills, this is the bigger bucket.
61
So what are all the things we want to focus in on?
62
Things we've talked a lot about before, being positive and showing great gratitude.
63
But then there's more of the and excitement,
64
enthusiasm, engagement, even smiling, They can hear your smile over the phone if it's a phone conversation, which is a likely recruiter interview.
65
So make sure you smile a lot.
66
They can hear that in your voice.
67
and then Bring in that active listening piece.
68
Really let them lead and guide the conversation And that's a great segue into the brevity piece.
69
Okay.
70
You're going to have a limited time in this conversation, and I want you to ask a ton of questions.
71
So in your communication style, Less is more.
72
If they want more data, they'll ask follow -up questions.
73
So just make sure that you're being really brief.
74
Then let's talk about the partnership component.
75
Your relationship with your recruiter is a partnership.
76
You want the job? and their job is to fill the role.
77
So let them be an advocate for you.
78
Work with them, and remember that they do have influence and pull.
79
This is a win -win situation.
80
You want to build that strong relationship.
81
It will really help
82
The last kind of A little bit more random nuance I want you to think about is just roles.
83
let's say a recruiter reached out to for a role.
84
and /or you found another role that you really like or interested in, just be prepared to talk about that with them,
85
what the process would look like if you were going to interview for both roles, or if you wanted to switch over roles, do you need to switch recruiters,
86
etc, etc. So if there are or is another position or positions that you're interested in.
87
It's just another consideration to think about.
88
Item three: logistics.
89
This will be nice and sweet.
90
The number one item is beyond time.
91
This is a super big challenge that I've found for candidates, is the lack of respect coming in to this recruiter interview.
92
They're not on time, they miss it, they say they had another important meeting.
93
recruiters are treated with very little respect.
94
And so this was always something that I noted.
95
Did they miss the call?
96
Were they not on time?
97
Did they pretend like I wasn't important?
98
Being on time is a courtesy item.
99
Be on time.
100
You'd be shocked at how many people are missed or late for recruiter interviews.
101
Secondly, stand.
102
I'm standing right now for this video and if it's a phone interview again, which is the likely scenario, Your voice will just have a little bit more energy.
103
It will come through a little bit better if you stand.
104
be somewhere quiet.
105
Again, this goes back to the respect thing.
106
If you're just going to be in a noisy area and treat it casually, The recruiter is going to note that in their mind and say, this person isn't that serious.
107
And then the last piece from a logistics perspective is If you are considering interviewing for a more technical role,
108
you'll want to reach out to them beforehand and just kind of understand, "Hey, I'm looking forward to our conversation.
109
Will any technical questions be covered?" So I can tell you, I used to hire customer engineers in my last year at Google, and I would hire technical solutions engineers,
110
and I would give them like 10 or 15 technical questions.
111
And if they had a little bit of time to prepare on the fundamentals, like we mentioned earlier, they would have done better.
112
Sometimes they just came in not really knowing that that was going to be a focus area.
113
Okay, let's dive in to the questions that you should anticipate.
114
So item four is the recruiter's questions.
115
In no way, shape or form do these questions encapsulate all of what you might face in this recruiter interview,
116
but These are going to be the high level themes.
117
What we just see most commonly and most classically in these types of interviews
118
And I want to kind of just take a step back for a second
119
There are three types of questions that I would always ask and do always ask.
120
When I'm doing and on the recruiting side of things.
121
So the number one question I ask is why I?
122
Why did you apply?
123
Or why did you respond to me reaching out to you?
124
This why will really help me uncover and gather a lot of data, so that's always my first question.
125
My second question is also always the same what's most important to you This helps me determine motivations,
126
drivers, And these initial two questions are very open -ended.
127
I can learn a lot about the candidate with just these two questions.
128
Number three: I would always ask my hiring manager Hey, Sue.
129
What are the questions that this candidate absolutely needs to be able to answer to do well in this job, to be qualified for this job? and I would always try and get those questions,
130
at least two or three.
131
and those would be my role related questions.
132
Now of course depending on the domain that could go in a lot of different areas.
133
Now, Let's dive over to the commonly asked questions.
134
Number one, Tell me about yourself.
135
What's the one piece of advice, one minute or less?
136
Walk me through your resume, one minute to 90 seconds, a little bit more time for walking through the resume.
137
Why this company?
138
one minute or less.
139
Think about three items.
140
The rule of three on these types of questions can be really powerful.
141
Why are you looking to leave your current job?
142
Focus on their job, their opportunity.
143
Make it super positive.
144
How would your current manager or teammates describe you?
145
This is essentially the strengths question, so just be thinking about your top three skills or strengths, especially as they correlate to the role, and that's how you'd answer that question.
146
What do you know about our company?
147
You can actually ask follow -up questions to that.
148
I can tell you what's going on in the news, about my favorite products, etc. So just do your research.
149
What are you looking for in your next opportunity?
150
Again, go back to the job description, think about the key skills for this job, the culture of the organization, and really align it there.
151
That will help you have success.
152
What is your current situation or timing?
153
The timing question is almost always going to be coming up, so be prepared to answer that.
154
what is your current compensation, That can still be asked in a number of countries, still a number of states.
155
If it can't be asked, they're going to ask for your salary expectations, My advice: is never give them any data.
156
People will disagree with that.
157
They'll say, "How do you know if it's aligned?"
158
You should have done some research on comp and know that it's going to at least hit close to your target number.
159
but I say deflect, deflect, deflect, and I'll throw a card up there just so you can see my philosophy here.
160
And then The last question is, Are you actively interviewing?
161
and you should provide that data because that data is going to be helpful for them.
162
It goes back to the partnership item.
163
Lots of times, especially at Google, I would have candidates, I would say, "Are you interviewing anywhere else?" and then we'd be at the phone interview stage and they'd say, "Hey, I just got two offers."
164
and say good luck i can't help you you didn't provide this information for me up front it's critical
165
that you are providing massive clarity there not only in the beginning in this initial conversation but throughout
166
Let them know what's going on.
167
it will allow them to push the process.
168
Okay, I know that this just scratched the surface, but these are some very common questions that I want you to be prepared for.
169
Now, Your questions, item five.
170
The item that's really critical here is I want you to set the stage, meaning I recommend 32 questions.
171
It is a ton of questions.
172
So how do you not annoy your recruiter?
173
You just tell them, Hey, Jane.
174
I have a ton of questions that I want to ask you
175
and I have them outlined and organized and I want to be very respectful of your time.
176
So if it's cool with you, I just love to dive in.
177
I really want to get through all these questions.
178
as much as it's not running into any other meetings for you.
179
So you've set a really good communication tone And so here's where we're going to start personal.
180
I think we do this in every single interview.
181
We ask a few personal questions.
182
People like talking about themselves.
183
They'll feel more comfortable with you.
184
So what do you love the most about your company?
185
What do you love the most about your job?
186
Is there something really cool or fun or unique
187
that I should know about the culture that maybe I didn't read about or I should know about?
188
This will get them engaged, show your engagement, your excitement.
189
Then foundational questions.
190
Why is the position open?
191
We need to know if it's brand new, if it's growth, Half the team quit, there was a layoff, etc. How long has the position been open?
192
That will tell you how much difficulty they are having hiring the position.
193
Can you tell me about the level of the role?
194
So for the bigger companies, they will have an idea.
195
They should be able to share that information with you.
196
Can you tell me how many people are currently interviewing for the role?
197
Now this is a question I would absolutely answer.
198
It's not confidential.
199
I would tell you, hey, you're the only one.
200
We have five, we have 10.
201
It's just a good data point.
202
And then lastly, can you tell me if you're considering internal or external candidates?
203
It's a data point.
204
I saw this somewhere else.
205
I think it's an okay question, but it might just be good knowledge for the future to know if internal candidates,
206
especially those who are contracting, have the opportunity to be converted.
207
It's an okay question.
208
Now, we're going to do some data gathering.
209
Why do you think my position is a good fit?
210
So we're trying to uncover what is really what our strengths are
211
and why there's alignment there that can be powerful as you go into the interview.
212
What are maybe some of the most critical skills needed to have success?
213
They might have that data from the hiring manager.
214
Thank you.
215
Are there any gaps?
216
Any skills you see that are missing that I maybe don't have that I need to have success in this role?
217
Those are maybe can be some learned skills as you're preparing for the interviews if you move forward.
218
Are there any themes coming up from others where things are falling short or just missing?
219
Again, this is a huge data point.
220
If there's one or two pieces that have just been missing from everybody else, you're going to want to focus on those items in your prep.
221
Can you tell me a little bit more about the team structure?
222
Like how many people are on the team?
223
Is this hybrid roles, all this one role?
224
Who's the hiring manager?
225
Just a little bit more data on the team if you can gather it.
226
It's not as important at this time, but it's a good question.
227
And then a last great question would be, What's the culture of this team?
228
Anything I should be aware of from a cultural perspective.
229
Teams can function very differently within organizations.
230
So it's a great question.
231
Then, the process.
232
This is a huge item.
233
Can you tell me more about the specific steps?
234
Specifically, we're trying to uncover the number of interviews, the stages, like how they're conducted, phone, video, and hopefully in the near future in person,
235
What is the total number of interviews?
236
A great question.
237
What are the focus areas?
238
Do I have a coding interview?
239
Do I have a system design interview?
240
Do I have a leadership interview?
241
We really want to know the focus areas and then types of questions.
242
Do these interviews, are they open -ended?
243
Are they behavioral?
244
Are they both?
245
Are there certain types of questions I should prepare for?
246
That is a question that very few people ask and actually you can uncover a ton of data there.
247
Do not skip that question.
248
It's a critical question.
249
Sometimes you can uncover a lot of great information.
250
Then there's a little bit more about the process.
251
So can you tell me more about the end of the process and who's the final decision maker?
252
Sometimes it's just the hiring manager.
253
Sometimes it's a collection of everybody getting together and deciding.
254
Sometimes it's hiring committee, executive committee, etc. And then length of the process.
255
How long does it typically take?
256
Sometimes startups take a week.
257
Google takes like three months.
258
So just trying to determine that will be a helpful data point as well.
259
Now communication.
260
You want to create this cadence with them.
261
"How often will I hear back from you?
262
"Or should I proactively be reaching out to you?
263
"If I'm reaching out to you, what do you prefer?
264
"Call, text, email?" And then this last question is a great question.
265
Do you have a backup?
266
Is there another POC that I can get their information?
267
Just in case you're out of the office or anything happens, I would love a backup person's info.
268
I think a lot of people would find this valuable at some points.
269
If you can get that, that's great.
270
Now, let's talk about the important logistics questions.
271
like the whiteboard.
272
So in some of these video interviews now, They're being told you can't use a whiteboard.
273
Some you can.
274
So you want to find out that data.
275
You want to find out once it's in person, if you're actually going to have a whiteboard in that room.
276
It just might help with your prep strategy.
277
What should you wear?
278
I get asked that question a lot.
279
That's a question for your recruiter.
280
You always want to ask them.
281
And then anything else that you should be aware of, like any like tricks or tips with the video platform, if you're less familiar with it.
282
When we do go back on site, anything about the location, should I use the front door?
283
The side door?
284
Is parking tricky?
285
Is there somewhere where people continually get lost when they come to this office?
286
That's a great, great question.
287
Now let's focus on some optional logistics questions.
288
This depends on rapport and basically what you need to uncover So you might want to find out about location, like let's say it's the location San Francisco,
289
but you live in San Diego.
290
And you want to see if you can work remote, is that something that they're open to?
291
If the job doesn't call out travel, but you think it might have some travel or it says 25 % travel, you might want to uncover a couple of details about how much travel,
292
if that declines over time, grows over time.
293
What is the salary range?
294
You can actually ask that question and they have to answer it in California.
295
Now, for like a big tech company, it's not that great because they can give you the salary range, but they don't have to give you bonus or stock information.
296
"Can you share the benefits package with me?" I would share that with prospective candidates at Google.
297
There's no confidential information in there, so you can share that.
298
The reason why all these are optional is sometimes they're going to be important, sometimes they're not going to be important.
299
When it comes to benefits and comp, you just want to be careful in those initial conversations.
300
It might be too much.
301
The last question.
302
"Is there anything that I didn't ask?
303
"Is there typically a question or questions "that you hear from other candidates "that you don't think I asked?" Now, if you ask all these questions, chances are you've asked everything,
304
but it's just a great catch -all question.
305
We just don't know.
306
I really hope this video helps.
307
I know we went into the weeds, we covered a ton in this video.
308
But if you're thinking about all these items, you'll have massive success.
309
And I'm going to put it all in the YouTube description so you don't have to do as much thinking.
310
These are pretty simplistic conversations, but you do want to be prepared for them.
311
I hope this helps.
312
Thanks.
📺 Mismo canal
✨ Recomendar Video
B271
14 oraciones
Job Interview English 🇬🇧 | Real Conversation Practice (B1–B2 Level)
Business EnglishInterview EnglishUniversity Students
B21
22 oraciones
I'm an ex-Google interviewer. You're doing LeetCode wrong.
Business EnglishInterview EnglishUniversity Students
B21
116 oraciones
10 CRUCIAL Questions You MUST Ask Your Interviewer (as a UX/UI Designer)
Business EnglishInterview EnglishUniversity Students
B26
92 oraciones
How to be a RECRUITER with no EXPERIENCE?! Explained by Recruiter
Business EnglishInterview EnglishUniversity Students
B2166 oraciones
PHONE INTERVIEW QUESTIONS & ANSWERS! (A Real ‘LIVE’ Telephone Job Interview Example!)
Business EnglishInterview EnglishUniversity Students
B21
113 oraciones
Google Interview Tips That Actually Get You Hired
Business EnglishInterview EnglishUniversity Students
B21
64 oraciones
Walk Me Through Your Resume: How to Answer
Business EnglishInterview EnglishUniversity Students
B24
23 oraciones
Interviewing Part 1 - What You Need To Ask In Advance
Business EnglishInterview EnglishUniversity Students
B24
218 oraciones
My Entire Job Search Process: Software Engineer Resume & Interviews
Business EnglishInterview EnglishUniversity Students
B21
79 oraciones
How AI Is Ruining Job Interviews
Business EnglishInterview EnglishUniversity Students
B11
10 oraciones
Hiring Event: What to Expect
Business EnglishInterview EnglishUniversity Students
B22
214 oraciones
Phlebotomy Job Interview Questions and Answers! Get hired!
Business EnglishInterview EnglishUniversity Students
Vocabulario y notas de pronunciación para esta lección
Esta lección de conversación de nivel B2 se basa en el vídeo “Phone Interview with a Recruiter”. Las palabras que más se repiten: interview, recruiter, item, role. Este vídeo tiene 312 frases y 3614 palabras para practicar shadowing. La parte hablada dura 19:35. El hablante habla rápido, unas 185 palabras por minuto, así que espera sonidos enlazados y reducidos. El 88 % de las palabras está entre las 3.000 más comunes del inglés, por lo que el vocabulario es fácil de seguir. 62 de sus 312 frases son preguntas, así que sirve para practicar la entonación de las preguntas y las respuestas cortas.
Vocabulario clave de este vídeo
Las 15 palabras más avanzadas del vídeo, con su pronunciación y significado:
| Palabra | Pronunciación | Significado |
|---|---|---|
| recruit verbo | /ɹɪˈkɹut/ | reclutar |
| preposition sustantivo | /ˌpɹɛpəˈzɪʃən/ | preposición |
| uncover verbo | /ʌnˈkʌvɚ/ | destapar, descobijar |
| logistics sustantivo | /ləˈd͡ʒɪstɪks/ | logística |
| dive verbo | /daɪv/ | bucear, somorgujar |
| deflect verbo | /dɪˈflɛkt/ | desviar, rebatir |
| whiteboard sustantivo | /ˈwaɪtbɔɹd/ | pizarra, pizarra blanca |
| lastly adverbio | /ˈlæstli/ | postreramente, postrimeramente |
| simplistic adjetivo | /sɪmˈplɪstɪk/ | simplista |
| align verbo | /əˈlaɪn/ | alinearse, alinear |
| comparative adjetivo | /kəmˈpæɹətɪv/ | comparativo |
| alignment sustantivo | /əˈlaɪn.mənt/ | alineación |
| confidential adjetivo | /ˌkɔn.fɪˈdɛn.ʃəl/ | confidencial |
| optional adjetivo | /ˈɑp.ʃə.nəl/ | opcional |
| resume verbo | /ˈɹɛz.ə.meɪ/ | reanudar, retomar |
Phrasal verbs que vas a escuchar
| Palabra | Pronunciación | Significado |
|---|---|---|
| find out verbo | averiguar, anoticiarse | |
| follow up verbo | dar seguimiento, dar un seguimiento | |
| walk through verbo | explicar paso a paso, enseñar | |
| call out verbo | especificar | |
| check out verbo | investigar, chequear | |
| come up verbo | salir a relucir | |
| get back to verbo | responder / contestar (en un rato), volver / tornar a contactar | |
| get through verbo | /ɡɛt ˈθɹu/ | aguantar, salir adelante |
Frases que vale la pena repetir
Frases cortas y completas del vídeo que puedes reutilizar en la conversación diaria:
- Did they pretend like I wasn't important?
- Why are you looking to leave your current job?
- How would your current manager or teammates describe you?
- What do you know about our company?
- "Is there anything that I didn't ask?
Gramática en este vídeo
Las estructuras que más usa el hablante, con las palabras exactas del vídeo:
| Estructura | En el vídeo |
|---|---|
| Oraciones condicionales if + oración, will/would + verbo — una condición y su resultado | if you have, you'll have · If they want more data, they'll ask |
| Present perfect have/has + participio pasado — una acción pasada que sigue importando ahora | I've done · you've prepared · have done |
| Voz pasiva be + participio pasado — importa lo que ocurre, no quién lo hace | will be asked · be prepared · are treated |
| Oraciones de relativo who / which + oración — información extra sobre una persona o cosa | conversation, which is · again, which is · those who are |
Pronunciación a tener en cuenta
El hablante usa 72 contracciones y formas reducidas, como you're, I'm, they're. Dilas en su forma corta, tal como las oyes.
- Los sonidos de “sh” y “zh”: preposition /ˌpɹɛpəˈzɪʃən/, confidential /ˌkɔn.fɪˈdɛn.ʃəl/, optional /ˈɑp.ʃə.nəl/, foundational /faʊnˈdeɪ.ʃə.nəl/, casually /ˈkæʒuəli/
- Palabras largas — cuida el acento: preposition /ˌpɹɛpəˈzɪʃən/, comparative /kəmˈpæɹətɪv/, confidential /ˌkɔn.fɪˈdɛn.ʃəl/, encapsulate /ɪnˈkæps(j)ʊˌleɪt/, foundational /faʊnˈdeɪ.ʃə.nəl/
Cómo practicar con este vídeo
- Escucha el vídeo entero una vez sin hablar y anota las palabras que no conoces.
- Empieza a velocidad 0,75×, haz shadowing frase por frase y vuelve a la velocidad normal cuando te resulte fácil.
- Grábate y compara con el original, prestando atención a palabras como recruit, preposition, uncover.
¿Qué es la Técnica de Shadowing?
Shadowing es una técnica de aprendizaje de idiomas respaldada por la ciencia, desarrollada originalmente para la formación de intérpretes profesionales y popularizada por el políglota Dr. Alexander Arguelles. El método es simple pero poderoso: escuchas audio en inglés nativo y lo repites en voz alta de inmediato, como una sombra que sigue al hablante con solo 1-2 segundos de retraso. A diferencia de la escucha pasiva o los ejercicios de gramática, el shadowing obliga a tu cerebro y músculos de la boca a procesar y reproducir simultáneamente patrones de habla reales. Las investigaciones muestran que mejora significativamente la precisión de la pronunciación, la entonación, el ritmo, el habla conectada, la comprensión auditiva y la fluidez al hablar, convirtiéndola en una de las metodologías más efectivas para la preparación del IELTS Speaking y la comunicación en inglés en el mundo real.