Pratique du Shadowing: Top 10 Answers to Interview Questions - Apprendre l'anglais à l'oral avec la vidéo
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347 phrases
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I'm going to help you craft your answers to the top 10 questions so that you can land your ideal job.
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As a hiring manager and a CEO,
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I've done thousands of interviews and I've interviewed thousands of people.
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And so I can tell you exactly what an employer is looking for.
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But on the other side,
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I was an employee for years before I had my own business.
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So I know what it's like to be on the other side of the table.
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And so I feel like I have a unique perspective that I can bring together to present to you these answers.
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As a bonus at the end of this video,
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I'm also going to give you the answer to one of the most important questions
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that can dictate whether you get more money or less money in your new role.
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The number one question that people ask an interview is not really a question.
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It's tell me about yourself.
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An open ended question that most people misinterpret.
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Why do they misinterpret it?
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I can tell you that nine times out of 10 when I say tell me about yourself to somebody on interview,
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what they come back with is they want to tell me their whole life story.
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Well, I grew up in Connecticut and I went to listen, nobody gets up.
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They don't care about your life story.
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They don't care where you grow up.
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You're wasting their time.
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They need to get to the next interview.
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What they actually want to know is give me your sales pitch as to why you're fit for this role.
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They want to hear your sales pitch.
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Why are you uniquely qualified?
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What experiences do you have that relate to the role that then make you the right candidate?
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What they're really asking when they say,
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tell me about yourself, is they're saying,
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what value do you bring to this company and role?
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So I want you to not even think when someone says,
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tell me about yourself, switch.
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It's what value do you bring to this company and role?
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How do you go about answering this question.
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The first piece is what you want to say is where you've been.
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So say you're applying for a customer success representative or a customer success manager.
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I've been a customer success manager at three of the fortune 500 companies
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and over the last eight years
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and what I was able to do with those three companies is drive x y and z results.
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So the first thing you want to do is say what you have been,
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the exact title and role,
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and what results you have driven.
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So title, results.
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The second piece once you've explained the title and results is what are your biggest strengths.
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I've been a customer success manager at these three fortune 500 companies.
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I drove these results where I increased retention from 10% retention to 80% retention.
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And my biggest strengths are blank.
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My biggest strengths are that I'm fantastic at decreasing time to value for customers.
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In fact, at my last company,
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I was able to decrease time to value by 20% in just a quarter.
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And then you want to bring it home by saying,
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so the reason that I applied to work here is relate it back to why that pertains to the role.
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And I saw that you were looking for a customer or success manager to get clients ramped up and onboarded more quickly.
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And I figured that would be a good fit because I've done that in all these last three roles.
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And I was able to actually increase our revenue per account by $4,000.
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You're going to all tie it back to how it relates to you applying for this job.
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So where have you been?
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What results has it driven?
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What's your biggest strength?
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And how does that correlate to this role here?
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Next time someone asks me, tell me about yourself.
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Don't tell them about yourself.
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Tell them why you're qualified for this role.
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A hiring manager usually makes the decision as to whether
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or not they're going to hire a person in the first 15 minutes of the interview.
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And this is actually where most people drop the ball.
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They go through all the effort.
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They go and fill out the application.
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They research the company.
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They submit the application.
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They write a cover letter.
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They do all this pre-work to get to the interview.
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And then they're not thinking about how they're going to answer the questions.
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This isn't to give you some scripts in terms of,
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I want you to regurgitate this on your interview.
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This is to give you the framework to understand what is the employer actually asking
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when they ask you these top 10 questions.
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The second most asked question on an interview is walk me through your resume.
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What I see a lot is that people go line by line.
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It's like first I worked at Subway,
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then I worked at this.
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I had an internship and it's like nobody again gives a fuck.
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They want to hear about the relevant experience.
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So the first thing you want to do is you want to skip through anything that's not related to this job.
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If it doesn't pertain to this job in any way and it adds no value to them,
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then don't talk about it.
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So only pick the experiences that relate to this specific role.
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Take those experiences and translate them to them.
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They've already read your resume.
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That's why you're here for the interview.
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They don't want you to read it off and say the exact same things from the resume.
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What they want you to do is talk about how each of those experiences translates to this role.
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Because you've done the research on the company,
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you've done the research on the role,
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and you can translate it for them.
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The third most common question asked in an interview is,
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why do you want to work at this company?
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I have done thousands of interviews.
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And most of the time,
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surprisingly, this answer is not answered correctly.
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What they want to hear is how much research you've done on the company and how excited you are about the role.
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They want to hear someone that relates to the mission.
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They really live by the values.
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They really feel like this role is exactly what's meant for them.
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And this is part of their career path that can get them to their ultimate goal.
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What they don't want is for you to talk about the selfish reasons as to why you apply.
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We all know that most of the reasons people apply for jobs are they see really good pay, good benefits.
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There's a lot of benefits to them.
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When you're looking for a job,
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you're looking for the pieces that pertain to you.
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You're like, this is how this would make my life better.
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That doesn't mean that that's what you want to express in an interview
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because they already by default assume that if you apply for that job,
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those are things that are non-negotiables for you.
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Pay, your benefits, work remote or not remote, those kinds of things.
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What they're looking for in that question is they want to hear how selfless you are.
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They want to hear how company-centric versus self-centric you are.
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And if you say anything about pay,
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benefits, working remote, that's all going in self-centric bucket,
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which they don't want to hire those people.
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What they want to hear is mission, values, vision, career path.
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That goes in company-centric bucket.
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And so you want to make sure that you have a company-centric answer to that.
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Research the company, look at their missions,
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look at their values, study their glass door,
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look at their LinkedIn, and look at all the things
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that you like about that company and have an answer prepared that is company-centric, not self-centric.
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So the way you want to frame this answer is really three R's.
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Research, recognition, and right fit.
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So research, tie your answer into,
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well, when I was looking at the company,
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what I found on your LinkedIn was your mission talks about recognition.
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I love the fact that your values talk about x,
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y, and z because I actually relate to that because I live my life in x,
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y, and z way and then right fit.
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And because of that, I felt like I was the right fit for this role
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because those things resonated with me so much.
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Research, recognition, right fit.
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The fifth most common question asked is what would you consider to be your weakness?
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Most people get this one wrong because what most people say is something like,
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I just work too hard or I'm just such a perfectionist.
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You know, I just tend to do too much.
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I don't even know if I've had someone answer this one well.
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What I would like to explain is that,
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one, everyone knows that's bullshit.
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Perfectionist.
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Haven't heard that one in the last seven interviews I did today.
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Worked too hard.
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So did Sally, Gary, and this guy who eventually got fired because they were lazy as shit.
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Nobody believes when you say that about yourself.
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So don't pick something that's actually a strength disguised as a weakness.
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Actually tell them what your weaknesses are and then explain how you are resilient despite those weaknesses.
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So this is a chance for you to admit a flaw and then talk about how you handle those flaws.
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Here's an example.
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Say that you're a customer success manager.
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Maybe talk about the fact that you're bad at math and that was something you've struggled with your whole life.
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And here's how you've overcome being bad at math.
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I took tutoring.
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I tried this.
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I did all these things.
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It's still gotten me down because I'm still pretty bad at math,
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but I've been working on it by taking these lessons
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and doing this online course so I can get better at math
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because I do think it'll help me in different areas of my life.
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Like the fact that I rent Airbnbs on the side and I don't know how to do the math.
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Basically, what you want to do is pick a weakness that doesn't pertain to the role.
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So it's not something that will detract from you getting this job,
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but it is something that's a weakness for you.
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The sixth question that people ask on interviews is the most common,
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is what makes you unique?
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When someone's asking what makes you unique,
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they don't really want to know anything about,
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you know, what you did in high school or college,
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or I got this, or I was the scholar of something.
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They don't care about any of those things.
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What they want to know is why should they hire you and not somebody else?
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That is what that question means.
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Why are you unique to this role?
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Why should I hire you and not the other five people I've interviewed today?
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Tell me now.
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That's what this question is asking.
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When you are presenting, why should they hire you and not somebody else?
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What I want you to think about is unique pairings.
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So what is it that makes you different than others in what you do?
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So if you look at some of the most talented people,
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they typically have unique pairings in terms of skill sets.
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The best person in a creative role might also be very organized.
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That's a unique pairing because typically people in creative roles are actually not organized
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and the fact that somebody is organized or extremely meticulous would be a unique pairing.
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Say that you're applying for a financial role
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and then you say actually I have really high you know people skills
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and I actually have done lots of presentations on leadership and management all these other things.
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Wow that's a unique pairing because not only am I getting
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that person that's going to fill a financial role
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but they can also contribute to all these other things in the company because of this skill set they have.
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When that person asks you what makes you unique then you want to think about what is your unique pairing.
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What's a skill set that you have that is contrary to a different skill set and together are rare to be seen.
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The seventh most commonly asked question is why are you leaving your current role?
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So if you currently are in a job,
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they're going to ask you why are you leaving that role?
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Here's what myself as an employer really wants to know.
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What are the red flags that are the reason that you're leaving
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and do they exist here in this company so that I can just stop this now because maybe it's not a fit.
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And that's what they really want to know is are there the same things there that there are here.
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And so if there's any crossover,
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then that's not something that they would want because they don't want you to just leave this job too.
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What they don't want is they don't want you to sit there
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and complain about your last job to talk shit about your last employer.
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Even if you're like, oh,
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listen, if you say I'm not trying to talk shit,
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you're talking shit because you're just literally what's going to follow that is shit talking.
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But the fact that you said,
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I'm not trying to talk shit, you're hiding it.
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They can sense that.
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Don't do it.
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Just say, here's the reasons I left.
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And I don't think that pertains to this role here.
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Even better is to say,
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here's the reasons I left.
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And the reason that I'm so interested in this job is because you've expressed these things,
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which are the things that I want that I didn't have here.
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The eighth most commonly asked question is,
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what are your career aspirations?
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What does an employer actually want to know?
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They want to know how long you're going to be here.
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That is what it means when they say,
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what are your career aspirations?
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Don't bullshit.
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It's explain what you want to get from this job.
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Explain how long you see yourself being here.
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And explain if you're flexible or rigid in your ways.
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Some people want to be a certain place from maybe 100 employees to 300 employees and then they're out.
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Some people want to complete what I call a mission while they're there to build a certain something.
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And then after they've built that thing, they're gone.
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So explain what your objective is in applying and working at this company.
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And then also explain that if you were ever to transition out,
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you can always talk about,
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I can see myself being here for four years building X department, Y department.
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Beyond that, I don't know if there's room for me,
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but I can see myself being here for and committing a solid four years.
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And obviously, you know, when the time comes that I was no longer needed,
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there's no more growth, I would always make sure to backfill myself because that's what people are really scared of.
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They're scared of you leaving and not backfilling yourself.
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Be honest, but also talk about the things that you would do
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if the time came when you were no longer a fifth.
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The ninth most commonly asked question is what are you looking for in a new position?
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So when someone asks this,
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what they want is not a list of all your demands and desires that are again,
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selfish and not company centric.
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What they want is to understand what are the parameters that would make this a great job for you?
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What is your potential that's untapped and in what environment would you thrive?
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And mostly what they want to know is do your career goals align with the position?
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Your strengths fit with the role and do your desires fit with the role?
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Someone might have strengths that fit with the role,
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but their desires for their career don't necessarily.
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And so they want to make sure that the desire also fits the role along with the strength.
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So what you want to do is explain what kind of environment you'd be best utilized in.
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So an example of that would be what I'm looking for is a place where I can really fully utilize myself.
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I can build a department from scratch,
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which I know I can do because I've done it three other times and I have the autonomy to do so.
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But I also have the support and clarity for leadership where they're telling me,
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hey, we'd rather have you do it this way or that way.
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Hey, that's not exactly how the company needs it.
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That's what I'm really looking for is a place where I can have autonomy,
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but also support and clarity.
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And the last most frequently asked question in a job interview is,
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do you have any questions for me?
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This is always what people are going to ask towards the end of the interview,
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sometimes even in the beginning of the interview.
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And here's what they want.
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They want to know that you have thought about this decision.
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What they don't want is somebody who is thoughtless,
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who says, no, I really don't have any other questions.
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You don't have any other questions about the place you want to be for the next two to four years?
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That's bananas.
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Most people have questions.
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Most people just haven't sat and taken the time to think about what their questions are.
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So here's how I would answer that question.
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One, be specific.
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Pull out a line from the job description that was on the posted site and say,
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I have a question about this piece that you wrote in the job description.
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One, that shows that you read the job description,
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which a lot of people don't do it thoroughly.
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And then two, it shows that you were thoughtful enough to ask a question about it.
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The second thing you can do is you can ask,
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how would I exceed your expectations in this role?
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The best interviews I've had have been where candidates have asked me,
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how could I not meet your expectations, but exceed your expectations?
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And that's a great question for an employer because then they're thinking,
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How would this person impress me?
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And you can start off on an even better flip
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because you can get in there
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and right off the bat You know what you can do to impress
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that person And then the third thing that you can ask is what would my onboarding look like?
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What would my 30 60 90 look like?
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The reason I ask about onboarding or 30 60 90 is important
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because it shows
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that you can see yourself being in the company You have enough foresight to think what's it gonna look like
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when I get in there?
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And how can I prepare now which shows again that you're thoughtful
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and you're diligent and as a bonus question a lot of people ask me Layla,
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how do I answer the question,
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what do you want to get paid?
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Here's the thing.
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That's actually not something you can ask during a job interview.
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Nobody is actually allowed to answer that question or ask that question.
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So if somebody asks you,
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what are you being paid now?
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You actually don't need to answer it.
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So that is something a lot of people don't know.
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Now, what a lot of people do ask the way to get around it is to say,
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what is your goal salary?
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So a lot of employers will ask,
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tell me what your goal salary or goal compensation is.
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And here's how I would suggest to answer that to make the most amount of money.
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One, you have to understand that overshooting this is going to stab you in the face.
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No employer is going to hire somebody who say the job is market value at $100,000 and you say $200,000.
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They're just not going to do that.
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And trust me, I have had that happen.
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And it's not appreciated because it's unrealistic.
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So here's what you want to do to prepare for that question.
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One, you want to research the role.
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So go on salary.com, payscale.com,
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see how much that title and with your years of experience is worth in the market.
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Now, the second thing you want to do is just like when you buy a house,
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you look at cops in the neighborhood,
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go look at companies that are similar and what are they paying for that role?
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Because the two pieces that go into determining compensation are the hard facts of researching and finding market value,
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and then also just taking from word on the street,
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like what are people actually paying in similar companies?
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Because it might be a little different.
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Then you want to use that to come up with the range that you want to present to that person.
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So given that, come up with a range, make it fairly flexible.
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And then when they ask what's your goal compensation,
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you can say the higher range.
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However, you can say the range,
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you know, my goal would be to be between 110 to 130,
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preferably on the higher end.
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Based on my research, you know,
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I've seen that companies like x,
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y, and z are paying about blank,
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and then companies that x,
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y, and z are paying blank.
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And if you look on payscaleandsalary.com, they're showing these.
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So when you're presenting that to them,
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you come off like a logical,
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rational thinking adult, ultimately, the way that you present it
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and showing and telling you that you've done the research will probably get you paid more than if you don't.
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Vocabulaire et conseils d’expression pour cette leçon
Cette vidéo contient 347 phrases et 3677 mots à répéter en shadowing. La partie parlée dure 14:55. Le locuteur parle vite, environ 247 mots par minute : attendez-vous à des liaisons et à des sons réduits. 88 % des mots font partie des 3 000 mots les plus courants en anglais ; le reste mérite d’être vu avant de commencer.
Vocabulaire clé de cette vidéo
15 mots de la vidéo à retenir, avec leur prononciation et leur sens :
| Mot | Prononciation | Sens |
|---|---|---|
| hire verbe | /ˈhaɪɹ/ | louer |
| employer nom | /ɪmˈplɔɪə/ | employeur, employeuse |
| weakness nom | /ˈwik.nɪs/ | faiblesse |
| mathematics nom | /mæθ(.ə)ˈmæt.ɪks/ | mathématiques |
| skill nom | /skɪl/ | habileté, compétence |
| recognition nom | /ˌɹɛkəɡˈnɪʃ(ə)n/ | reconnaissance |
| remote adjectif | /ɹəˈməʊt̞/ | distant, loin |
| commonly adverbe | /ˈkɑmənli/ | communément, fréquemment |
| salary nom | /ˈsæləɹi/ | salaire |
| compensation nom | /ˌkɑm.pənˈseɪ.ʃən/ | compensation |
| blank nom | /ˈblæŋk/ | préforme |
| resume verbe | /ˈɹɛz.ə.meɪ/ | recommencer, reprendre |
| expectation nom | /ˌɛk.spɛkˈteɪ.ʃən/ | attente |
| organize verbe | /ˈɔɹɡənaɪz/ | organiser |
| translate verbe | /tɹænzˈleɪt/ | traduire |
Les verbes à particule que vous entendrez
| Mot | Prononciation | Sens |
|---|---|---|
| come up with verbe | inventer, imaginer | |
| come off verbe | se détacher, se décoller | |
| fill out verbe | /fɪl ˈaʊt/ | remplir, compléter |
| get up verbe | se lever | |
| go through verbe | traverser | |
| grow up verbe | grandir | |
| pull out verbe | se retirer |
La grammaire de cette vidéo
Les structures que le locuteur utilise le plus, avec les mots exacts de la vidéo :
| Structure | Dans la vidéo |
|---|---|
| Present perfect have/has + participe passé — une action passée qui compte encore maintenant | I've done · you've been · I've been |
| Voix passive be + participe passé — l’accent est mis sur ce qui arrive, pas sur qui le fait | is not answered · are actually not organized · is organized |
| Propositions relatives who / which + proposition — une précision sur une personne ou une chose | guy who eventually · somebody who is · somebody who say |
Prononciation à surveiller
Le locuteur utilise 107 contractions et formes réduites, comme don't, you're, they're. Prononcez-les sous leur forme courte, telles que vous les entendez.
- Les sons « th »: mathematics /mæθ(.ə)ˈmæt.ɪks/, thoughtful /ˈθɔːtfəl/, sixth /sɪksθ/, seventh /ˈsɛvənθ/, eighth /eɪtθ/
- Les sons « sh » et « zh »: recognition /ˌɹɛkəɡˈnɪʃ(ə)n/, compensation /ˌkɑm.pənˈseɪ.ʃən/, expectation /ˌɛk.spɛkˈteɪ.ʃən/, retention /ɹɪˈtɛnʃən/, selfish /ˈsɛlf.ɪʃ/
- Mots longs — placez bien l’accent: mathematics /mæθ(.ə)ˈmæt.ɪks/, recognition /ˌɹɛkəɡˈnɪʃ(ə)n/, compensation /ˌkɑm.pənˈseɪ.ʃən/, expectation /ˌɛk.spɛkˈteɪ.ʃən/, autonomy /ɔˈtɑ.nə.mi/
Comment s’entraîner avec cette vidéo
- Écoutez la vidéo en entier une fois sans parler et notez les mots que vous ne connaissez pas.
- Commencez à la vitesse 0,75×, répétez phrase par phrase, puis revenez à la vitesse normale quand cela devient facile.
- Enregistrez-vous et comparez avec l’original, en faisant attention à des mots comme hire, employer, weakness.
Qu'est-ce que la technique du Shadowing ?
Le Shadowing est une technique d'apprentissage des langues fondée sur la science, développée à l'origine pour la formation des interprètes professionnels. Le principe est simple mais puissant : vous écoutez de l'anglais natif et le répétez immédiatement à voix haute — comme une ombre suivant le locuteur avec un décalage de 1 à 2 secondes. Les recherches montrent une amélioration significative de la précision de la prononciation, de l'intonation, du rythme, des liaisons, de la compréhension orale et de la fluidité.