Pratica di Shadowing: How to Conduct a JOB Interview With Confidence! (Structure, Steps and Sample Questions) - Impara a parlare inglese con i video
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So you have an interview to conduct with a new hire, you're a new leader, you've never conducted an interview before,
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and you probably have a lot of questions about how to conduct a job interview.
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How can you tell if someone's a good fit?
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How do you know what questions to ask?
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Well, in this video, I have got you covered with some practical advice on how to conduct a job interview.
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So let's get straight into it.
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The first thing I want to talk about is the interview structure.
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So what stages or structure should the interview follow and ideally there are three stages to every job interview.
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Generally when you conduct an interview, the interview will last one to two hours and the candidate will meet with two to three people.
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Now the first stage of the interview is where you ask the candidate questions.
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You need to know if they're going to be a good fit
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and you do this by asking them the right questions and by asking them good questions during the interview.
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It helps you understand more about who this person is.
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Will they be a good fit for the job?
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Will they be a good person to hire for the company?
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And you only have a short amount of time to do this.
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So generally interviews go for one hour.
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So you only have 20 to 30 minutes within that one hour time frame to ask the candidate questions.
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And this means you really need to ask them good questions.
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So you don't waste your time and you don't waste their time either.
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The second part to a job interview is where you sell the job and the company to the candidate.
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And for this, you need to remember that a job interview is a two -way process.
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It's not only you asking the candidate questions to see if they're going to be a good fit.
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You need to be able to sell the job and sell the company to the candidate as well.
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In the current market, job candidates have a lot of choice.
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They could be interviewing with many different companies and every one of those companies are offering different benefits or different incentives.
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So sometimes you really have to fight for the good candidate, to fight for the candidate that you want.
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Now the third part of the interview should be where the candidate asks you questions.
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Now I do recommend that you tell the candidate at the beginning of the interview.
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They can stop you at any time throughout the interview
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and ask you questions about something they would like to know more about.
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But if they have additional questions, and it's very likely they'll have additional questions, especially after you have explained what the job is about,
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what the company is about, it is a good idea for you to have the last
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part of the interview allocated for them to ask you additional questions.
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You want them to walk away from the interview being well informed, having a full picture and a full idea of what the job is about,
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whether they would like it or not, what the company is about, whether they would fit into the company.
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You want them to have as much information as possible
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so they can make the best decision if and when you offer them a position.
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So those are the three stages that interviews generally follow.
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Next, we're going to talk about what questions you should ask during the interview.
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But before we get into that, if you like what you've learned so far in this video,
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there are two things you can do to help my channel.
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The first is to hit the like button at the bottom of this video.
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This tells the algorithm that people like you like this video, so they'll show it to more people on YouTube.
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And the second thing you can do is to subscribe to my channel.
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So every week I release videos to help you advance as an emerging leader, and I would be honored to share my future content with you.
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Now let's move on to questions you should ask during the interview.
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Most people who are new to job interviews
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or conducting job interviews have no idea of what questions they should or they need to ask during the interview.
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The last thing you want to do is not ask the right questions
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and end up with a new hire who just isn't a good fit for your team.
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In a moment, I'll share with you 15 sample questions that you can use for your next job interview.
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But first, I want you to think about what is required in the job.
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What does this successful candidate need to do?
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What qualities or strengths do they need to convey in that job?
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What experience do you want them to have when they step into that new role?
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These are the things that you need to think about when preparing for your job interview.
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But the good news for you is most of this work has already been done when you crafted the job advertisement.
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Whether it was you, whether it was the HR department,
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there has been thought put into what is required for the person you are about to hire.
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So I recommend you get out that job advertisement, look at what competencies are talked about or mentioned in
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that job ad and include them in the questions that you create for the job interview.
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And I recommend that you think not only about what you currently need, not only about what you need right now for the job,
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but what could you potentially need next year in two years time or even five years time.
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You need to think about this in the long term or more the medium term as well.
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So you can make sure that you hire the right person for the job now,
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but also the right person for the job in two years time
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or five years time because the jobs evolve and people should be able to evolve with the job as well.
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Ideally, you want to hire somebody who has future potential in that role or in the company.
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So here are some sample questions that you can ask the job candidate.
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Now, I have these written down because there is no way I am going to remember them.
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So if you're stuck for questions to ask and you need inspiration, these are 15 questions that you can use.
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Question one, tell me about yourself.
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Question two, what do you know about our company and why do you want to work here?
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Question three, what do you know about the job you're applying for?
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Question four, what skills and strengths can you bring to this position?
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Question five, what is the most interesting project you've worked on in your career or past position and why?
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Number six, have you ever been in a position where you had to perform a challenging task
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or do something that was new to you?
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How did you handle it?
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What did you learn from that experience?
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And the topic of this question should be linked to the required competencies for that job.
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Number seven, can you tell me about your current job?
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Number eight, what are the best and worst things about your current job?
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Number nine, why are you leaving your current job?
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Number 10, how would your boss describe you?
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Number 11, how would your co -workers describe you?
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Number 12, Can you tell me about any skills or competencies that you don't have yet, but you would like to develop?
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Number 13, can you tell me about something that's not on your resume or your LinkedIn profile?
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14, what are your future career goals?
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15, do you have any questions for me?
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So as I mentioned, you can pick and choose from these questions, choose the ones that are most relevant to you.
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If you can think of other questions that you want to include
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because of the competencies that are required for the job you are interviewing for,
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well then replace some of the questions I've mentioned with those questions instead.
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Now, I also recommend you to share the questions with the interviewee beforehand.
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A lot of companies don't do this.
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They want to keep the questions secret.
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They don't want to share them with the job candidates coming for the interview.
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They want it to be a surprise for them to see how they react.
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But my thoughts about this is it's a bit unfair for the job candidate.
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They're coming to the job interview.
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They're going to be stressed they're going to be really nervous.
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When people are stressed you don't get a good picture of who they really are.
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They have a mask on because they want to do such a fantastic job and win that job interview.
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So they're going to show you a version of themselves
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that they want you to see or that they think you want to see.
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And this is how nerves and stress can sometimes mask a person's true potential or a true personality.
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You need to see the version of them without stress.
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You need to see the version of them in a normal, stress -free, relaxed environment.
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Of course, they're going to be somewhat nervous and stressed.
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It's a job interview at the end of the day.
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There's probably a lot riding on them winning this interview.
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But as much as you can, you want to see the version of them that is the true them.
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And sharing the questions with the candidate in advance helps to bring their stress levels down
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because they know what to expect and they can prepare better for the job interview
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if they know what questions you're going to ask them.
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Now, you don't have to share all of the questions.
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You don't have to share the 15 questions that you're going to ask them.
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But even by sharing five questions that you could ask them or that you will ask them, it will help to relax them.
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It will help them to walk into that job interview a lot more relaxed,
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a lot less stressed, and it will help them to show the true version of who they are.
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I want to put a quick break in this video to see if you have downloaded the Leadership Evaluation Toolkit.
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This is a free download from my website, a 35 -question self -assessment to see where you stand as a leader.
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It is very much focused on visibility to see how visible you are as a leader.
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I'll put the link on the screen at the bottom here
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and it's also in the description below if you want to click on it and go straight to that resource.
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If you have decided that the person you are interviewing is a good fit for the job, if they have answered the questions really well,
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then you can move on to selling the job and selling the company to them.
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So this is the second stage in the interview structure.
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You have to remember that the person sitting in front of you, the person interviewing for this job may have other interviews lined up after yours.
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They may be looking at other companies and other jobs.
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You may not be their first choice. So you, part of your job during the interview is to sell the job to them
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and to sell the company to them as well.
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You need to convince them why they should work for you and the benefits of working with you.
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Start by explaining in your own words what does the job entail.
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What will their day -to -day duties be?
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What are their responsibilities?
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Who do they report to?
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What does the team or department do?
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How many people are in the team?
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How do they fit into the team or the structure?
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Then you can move on to the company and start selling the company to them.
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So talk about what the company does.
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Of course, they should already know this, but hearing from you helps to give a bit more clarity to what the company does.
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What are the values of the company?
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This is really important so that person can see if they will fit into the company.
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What are the goals for the department or the company?
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Where is the company located?
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How many employees does the company have?
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This is basic information that the interviewee probably already knows about, but it's nice for them to hear it directly from you.
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And the most important thing you need to talk about and tell the candidate is how much does the position pay?
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Let's talk about that in more detail.
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It's a bit of a controversial topic.
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Many companies do not share salary range openly during the interview process.
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I guess they feel that they have better bargaining power if they don't reveal or share this information during the first interview.
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But my opinion on this is it's not fair to the candidate.
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You need to give them an honest and a transparent interview process.
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They have spent hours preparing for this interview.
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They may have even spent days or weeks preparing for this interview
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or at least stressing about it anyway you need to tell them how much they could be earning.
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This is probably the most important question they want answered during the interview.
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If they walk out of the interview not knowing the salary range
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or how much you could be paying them and they walk into another interview that tells them immediately,
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directly they're going to be earning $80 ,000 a year and they get that job offer,
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it's an easy decision of which job they're going to take.
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You don't have to give the exact salary to the job candidate
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and I recommend that you don't
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because it's very likely after you conduct the interview you will need to consult with the HR department
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or other managers or leaders of the company as to how much you want to pay this person.
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So I recommend you give a salary range between $50 ,000, $60 ,000 or $60 ,000, $80 ,000 or $120 ,000 to $150 ,000.
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Whatever the salary range is going to be, the person interviewing for the job needs to know how much they could be paid.
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They need to know whether it's going to be worth their time to continue the interview process with you.
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The final part of the interview is where you open the interview up for the candidate to ask you questions.
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As I mentioned this is something you should tell them they're able to do all throughout the interview process
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but if they have additional questions
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and it's very likely they'll have additional questions at the end
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you need to allocate some time for them to ask you those questions.
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Now, well -prepared candidates will ask you questions.
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They will have questions prepared that they want to ask you.
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But sometimes people clam up, sometimes people get nervous, or maybe you have already answered the questions that person has prepared in advance for you.
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So you may need to prompt them to ask you questions by saying things like, what did you think about the company?
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How do you feel about the job?
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Is there any information we've discussed that you would like me to elaborate on?
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This prompt can help them to relax a bit
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and to trigger their mind into thinking about what questions they could possibly ask you.
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It basically makes their job a little easier during the interview.
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Because remember at the end of the day, you want to get to know the real person.
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You don't want to know the person who is hiding behind stress and nerves.
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You want to help them relax so you know the real person you could potentially be working with.
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And at the very end of the interview, you need to inform the candidate of the next steps.
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When should they expect to hear an answer from you?
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Who will contact them with an answer?
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Who can they contact if they have any additional questions?
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You should then review their contact details, their email address and their postal address and walk them to the elevator,
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thank them for the time and say goodbye.
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I know it can be really daunting to conduct a job interview as a new manager or as a new leader,
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but I truly hope that this video has given you some really good guidance and direction on what to do,
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what to ask and how to just go about it in general.
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Another topic that many emerging leaders want to know about is how to give negative feedback.
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This can be a really stressful situation, especially if you've never given negative feedback before, or even if you've given it before,
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you might just be really stressed or nervous about it.
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So in this video, I share an easy, simple three -step structure to follow to help you give negative feedback when you need to.
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Thank you so much for watching.
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If you like this video, hit the like button, subscribe to my channel, and I'll see you in the next video.
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Vocabolario e note di pronuncia per questa lezione
Questa lezione di conversazione si basa sul video “How to Conduct a JOB Interview With Confidence!”. Questo video contiene 205 frasi e 2888 parole da ripetere con lo shadowing. Il parlato dura 14:41. Chi parla va veloce, circa 197 parole al minuto: aspettati suoni legati e ridotti. Il 93% delle parole rientra nelle 3.000 più comuni dell’inglese, quindi il lessico è facile da seguire. 40 delle sue 205 frasi sono domande: un buon esercizio per l’intonazione interrogativa e le risposte brevi.
Vocaboli chiave di questo video
15 parole del video che vale la pena imparare, con pronuncia e significato:
| Parola | Pronuncia | Significato |
|---|---|---|
| hire verbo | /ˈhaɪɹ/ | assoldare, noleggiare |
| salary sostantivo | /ˈsæləɹi/ | stipendio, salario |
| topic sostantivo | /ˈtɑpɪk/ | tema, categoria |
| feedback sostantivo | /ˈfiːdˌbæk/ | valutazione, riscontro |
| earn verbo | /ɝn/ | guadagnare |
| skill sostantivo | /skɪl/ | abilità, capacità |
| potentially avverbio | /pəˈtɛnʃ(ə)li/ | potenzialmente |
| mask sostantivo | /mæsk/ | maschera, mascherina |
| nerve sostantivo | /nɝv/ | nervo |
| inform verbo | /ɪnˈfɔɹm/ | informare |
| subscribe verbo | /səbˈskɹaɪb/ | abbonarsi |
| emerge verbo | /ɪˈmɝd͡ʒ/ | emergere, venire fuori |
| prompt verbo | /pɹɑmpt/ | incitare, guidare |
| advertisement sostantivo | /ˈædvɚˌtaɪzmənt/ | pubblicità, annuncio |
| ideally avverbio | /aɪˈdi.ə.li/ | idealmente, preferibilmente |
I phrasal verb che sentirai
| Parola | Pronuncia | Significato |
|---|---|---|
| line up verbo | /laɪnˈʌp/ | allineare |
| write down verbo | sottoscrivere, annotare |
Frasi da ripetere
Frasi brevi e complete del video che puoi riutilizzare nella conversazione di tutti i giorni:
- How can you tell if someone's a good fit?
- How do you know what questions to ask?
- Question three, what do you know about the job you're applying for?
- How did you handle it?
- What did you learn from that experience?
La grammatica di questo video
Le strutture che chi parla usa di più, con le parole esatte del video:
| Struttura | Nel video |
|---|---|
| Present perfect have/has + participio passato — un’azione passata che conta ancora adesso | you've never conducted · have explained · you've learned |
| Forma passiva be + participio passato — conta ciò che accade, non chi lo fa | would be honored · is required · been done |
| Frasi relative who / which + frase — un’informazione in più su una persona o una cosa | people who are · somebody who has · ones that are |
| Consigli con “should” should + verbo — dire che cosa è meglio fare | should be · should ask · should or |
Pronuncia a cui fare attenzione
Chi parla usa 42 contrazioni e forme ridotte, come don't, they're, you're. Pronunciale nella forma breve, così come le senti.
- I suoni “sh” e “zh”: potentially /pəˈtɛnʃ(ə)li/, inspiration /ˌɪn.spɪˈɹeɪ.ʃən/, controversial /ˌkɑn.tɹəˈvɝ.ʃəl/
- Parole lunghe — attenzione all’accento: potentially /pəˈtɛnʃ(ə)li/, advertisement /ˈædvɚˌtaɪzmənt/, ideally /aɪˈdi.ə.li/, inspiration /ˌɪn.spɪˈɹeɪ.ʃən/, controversial /ˌkɑn.tɹəˈvɝ.ʃəl/
I suoni difficili per chi parla italiano:
- /h/ — va soffiata, non è muta: hire /ˈhaɪɹ/, beforehand /bɪˈfɔɹhænd/
- Consonante finale — senza aggiungere una vocale dopo: relax /ɹɪˈlæks/, topic /ˈtɑpɪk/, feedback /ˈfiːdˌbæk/, mask /mæsk/, nerve /nɝv/
- /æ/ — più aperta della “e”: salary /ˈsæləɹi/, relax /ɹɪˈlæks/, feedback /ˈfiːdˌbæk/, mask /mæsk/, advertisement /ˈædvɚˌtaɪzmənt/
Come esercitarsi con questo video
- Ascolta tutto il video una volta senza parlare e annota le parole che non conosci.
- Inizia a velocità 0,75×, fai shadowing frase per frase e torna alla velocità normale quando diventa facile.
- Registrati e confronta con l’originale, facendo attenzione a parole come hire, salary, topic.
Cos'è la tecnica dello Shadowing?
Shadowing è una tecnica di apprendimento delle lingue supportata da studi scientifici, originariamente sviluppata per la formazione dei traduttori professionisti e resa popolare dal poliglotta Dr. Alexander Arguelles. Il metodo è semplice ma potente: ascolti un audio in inglese di madrelingua e lo ripeti immediatamente ad alta voce — come un'ombra che segue il parlante con un ritardo di solo 1–2 secondi. A differenza dell'ascolto passivo o degli esercizi di grammatica, lo shadowing costringe il tuo cervello e i muscoli della bocca a elaborare e riprodurre simultaneamente i modelli di discorso reale. La ricerca dimostra che migliora significativamente la precisione della pronuncia, l'intonazione, il ritmo, il discorso connesso, la comprensione dell'ascolto e la fluidità del parlato — rendendolo uno dei metodi più efficaci per la preparazione alla prova di speaking dell'IELTS e per la comunicazione reale in inglese.