シャドーイング練習: How to exponentially increase your interview success rate - 動画で英語スピーキングを学ぶ
レッスンを作成中...
1
Alright, so why should you listen to some random ass dude with a white t-shirt on standing in front of a whiteboard?
2
My name's Matt.
3
I'm a current strategy and operations associate at Google.
4
Prior to that, I was a management consultant at BCG, and before that, spent some time in investment banking as well.
5
And so while I can't say that I've got it all figured out, I have picked up a thing or two about interviewing over the course of my career.
6
And today, I just want to share with you some of those learnings.
7
And specifically we're going to be talking about how to get your interview to think to themselves after they've spoken with you,
8
holy sh, I need this guy or girl on my team.
9
Let's get into it.
10
Now the first thing we have to understand is what is an interview, right?
11
And now I know most of you are probably thinking, I know what an interview is.
12
It's just when you go into a room
13
or into a meeting with somebody else on the team working at the company
14
that you want to work at
15
and you have a conversation for about 30 minutes where they mostly ask you questions about your background
16
and your experiences and maybe you get a chance to ask them questions as well, but it's mostly where you are basically telling them about yourself and why you deserve this job.
17
Now if you were thinking something along the lines of what I just described, then you've got it all wrong.
18
Interviewing is not so much about what you have to bring to the table.
19
There's really just one question that is going through your interviewer's mind when they are
20
talking to a bunch of different candidates and that is do I want this person on my team, right?
21
So this is the only question that they need to answer.
22
Let's say they're talking to five, ten,
23
twenty people, all of whom might have similar levels of education, similar background experiences
24
if you've made it past the HR screen and the application process and you've made it into the interview room,
25
then that already means that you have the basic qualifications that they are looking for.
26
But if interviewing was purely about hiring someone who can do the job, then what's even the point of meeting and speaking to someone in person
27
if you can see from their resume that they already have the prerequisite experience
28
and education required to do the basic tasks, right?
29
And the reason for this is because, again, interviewing is actually a deeply interpersonal thing.
30
And although the interviewer may think that they are trying to hire someone based on,
31
say, qualification or hard stats, and although the candidate probably also thinks that,
32
oh, I need to demonstrate that I have the qualifications and I am the right person, I am the smartest person, I am the most accomplished person,
33
I am the person with the most experience, and then I'll get the job, I would argue that that is not actually what's at play.
34
I want to caveat that yes, you do obviously need to have a solid resume
35
and you do need to have the right experiences to show that you will be able to do the job.
36
But again, 90% of people, 99% of people do not make it past the application,
37
especially when you are going for extremely competitive positions in industries like investment banking, management consulting, or big tech, right?
38
There's a thousand applications for every one position, right?
39
And so out of those thousand people, there's probably like two to three hundred that could probably do the job equally well, but only one or two people are actually going to get the job.
40
And so if you think about it, interviewing and landing the job has actually, I would argue, very little to do with whether or not you can do the job well.
41
And it has much more to do with whether the person interviewing
42
and making the decision whether or not to pass people on thinks that they want you on their team.
43
But if we've established already that it doesn't have nearly as much to do with qualifications or hard stats as we think,
44
then what does it actually require to get someone to think to themselves afterwards that they want you on their team?
45
Alright, so I've written a few things down here.
46
And the first is what do they want?
47
Well, they want someone who is impressive but not arrogant.
48
They want someone personable but still professional and essentially they want someone who won't embarrass them.
49
Now let me talk a little bit about each of these three.
50
So impressive but not arrogant.
51
This is a big one because one mistake that a lot of people do, especially if you're extremely accomplished and you have a excellent resume,
52
maybe you have a perfect GPA, you went to an Ivy League school and you have some awesome internship experience.
53
A big problem that people with these types of backgrounds sometimes run into is they
54
are very impressive but they come across as arrogant
55
or they come across as a little bit too full of themselves and that is a major turn off for the interviewer.
56
Again you have to remember the dynamics of being in an interview.
57
Your interviewer is coming from a position of power really
58
because they have the ability to basically say yes and move you on in the process,
59
or they can end you right then and there if they don't like you.
60
And so as the candidate, you're kind of coming to them from a position of less power.
61
And so the last thing you want to do is come across as someone who is extremely arrogant, even if you have a lot of accomplishments to back it up.
62
This is kind of like social skills one-on-one, but you would be surprised how many people in an interview room try to brag about themselves
63
because they think that they have to play up their strengths
64
and really talk a lot about all the things that they've done
65
because they think that after rattling down a list of 50 different achievements
66
that they've done and all these awards that they've gotten
67
that somehow the person on the other side will be impressed
68
and the person on the other end of the table will like them and want to pass them on.
69
Now here's the thing, right?
70
We've been conditioned as students when applying to college to basically
71
inflate our applications and to play up all of the strengths that we have.
72
And essentially a college application that a student submits is like a brag document.
73
It basically says, oh I did this, I took all of these hard classes, I got this GPA, I got these awards,
74
I participated in 50 different extracurriculars, I was the captain of a sports team, I started this club at my school,
75
blah blah blah, I did all these extracurriculars.
76
And the way that college applications works is the people
77
that have all of these achievements and are able to brag about it effectively and really loudly, they often are the ones that end up getting into top schools.
78
But on the other hand, when it comes to interviewing for a job, things are very different because you have to remember this is much more of a person-to-person interaction
79
and then when somebody interviews you, what they're thinking about is, oh, would I want this person sitting next to me, working next to me every single day?
80
Would I be able to stand their personality?
81
And so it has a lot more to do with them liking you as a person than the achievements that you have.
82
I would say, of course you need to have the right experience, but again, you want to be impressive but not arrogant.
83
Secondly, personable but professional.
84
This is another area where sometimes people go too far in the other direction and they think to themselves,
85
oh I heard that someone said that I should talk to my interviewer like they're my best friend.
86
And then they become way too casual and they start like talking about all these random things in their personal life,
87
they're like opening up and they totally forget that this person on the other table is one, probably a stranger who has never met you so this is their first time speaking with you.
88
And secondly, this person is not just trying to have a conversation with you, they're trying to evaluate you and see how you would react
89
and in a way assess how you act in front of a client for example
90
if this is investment banking or consulting and
91
so the nuance here is you need to be personable enough
92
because you can't be like a robot
93
and you can't come across as someone who just spent 24 hours a day studying in college
94
and never got outside never never went to a party or never even had a conversation with someone.
95
But you also need to demonstrate that you're professional.
96
And that means that you understand that some things you just don't bring up in an interview.
97
And some things you just don't say in as casual of a way that you would say to, say, your best friend, for example.
98
And lastly, someone who won't embarrass them.
99
I know this probably seems obvious.
100
Because of course, who wants to be the person that their friend
101
or their mom or dad is embarrassed to admit that they are related to them or friends with them?
102
Right, like who wants to be that person who nobody wants to associate with?
103
No one, right?
104
Unless you're just like weird for some reason.
105
But most people don't want to be embarrassing.
106
And so you should take that understanding and put yourself in your interviewer's shoes.
107
If they vouch for you and if they pass you on in an interview, that's basically them in a way saying that, oh, this person has my stamp of approval.
108
And so all the other interviewers after them, and if you end up getting the job, the people that you work with, they're all going to look at this person and say,
109
hmm, did you really think that so-and-so was the right candidate?
110
And it becomes quite problematic if you're not doing a good job, then they look bad.
111
And so at the end of the day, the interviewer is not just assessing that you have the qualifications for the job, but they're also assessing, are you going to potentially embarrass me down the line?
112
And this all feeds back into, again, do I actually want this person on my team, right?
113
Okay, so taking a step back, you can see that there's a lot of nuance involved here because, you know, you want to be impressive but not arrogant.
114
You want to be personable but professional still, and you don't want to be someone that they would be embarrassed to pass along.
115
So then the natural next question is how do we address each of these things?
116
How do we make sure that we are impressive but not arrogant?
117
How do we make sure that we're personable but professional?
118
And how do we make sure that they don't think we're going to embarrass them?
119
Well, I'll tell you what we have to do.
120
So in order to come across as impressive but not arrogant, this we can break into two pieces.
121
Being impressive is more a function of the hard stats that you have and the experiences that you've had so far.
122
So this is things like, you know, GPA, awards, and internships, slash work experience, right?
123
These are the hard stats that most people think of that go on your resume.
124
And not being arrogant, I mean, this to some of you isn't going to be a problem, but just to really lay it out to folks, because I'm assuming zero context here,
125
not coming across as arrogant means that when you talk about yourself, you are humble, and you are still confident, but you are not arrogant.
126
Confidence and arrogance are two different things.
127
Confidence means being able to put your foot down and to state the facts and to be comfortable with who you are.
128
Arrogance on the other hand is when you come across as thinking that you're better than someone because of your accomplishments.
129
But moving to the second one, how do we come across as personable but still professional?
130
Well, being personable is more about warmth, conveying warmth, right?
131
So what does this mean?
132
First of all, smile.
133
Smile.
134
You'd be surprised how many people go into an interview and if they think that they want to be really professional, they talk like this and then they lower their voice.
135
And especially if you're interviewing for finance or law, which are very old school industries,
136
you kind of talk like this and it's very like monotone and you try to act all professional, right?
137
You're wearing your suit, I want to work in finance.
138
No, that's not how you do it.
139
Smile.
140
Smiling is one of the most easy, universal tools to get someone else to like you a little bit more.
141
And you should consider it a win if during your interview, you can get your interviewer to smile as well.
142
Because if they smile, they feel good.
143
And they associate those good feelings with you.
144
So convey warmth, smile, be friendly, but at the same time, be professional.
145
What does this mean?
146
This means again, don't share too much basically.
147
Now what is too much?
148
Well, you sort of need to read the room here.
149
If your interviewer is talking about how, oh, they've been having such a hard day, you know, work has been absolutely killing them, and they're just glad that the weekend is almost here,
150
then it's probably also okay for you to share that finals have been wrapping up, and you've been grinding really hard, studying for exams,
151
but you are also really excited to be able to speak with them and excited for the weekend ahead as well.
152
But on the other hand, if, for example, the person interviewing you is very, like, cold and comes across as not really wanting to speak about anything personal,
153
they're strictly business, then you should also adjust your tonality and your language to them and the way that they're speaking.
154
Essentially, you want to be kind of like a chameleon
155
and able to adjust the way that you talk and adjust your energy level according to the person that is interviewing you.
156
Now, some of you might be thinking, well, but then that's kind of pretending, right?
157
Because what if I'm not actually like that?
158
Yes, of course, but you probably act differently towards different people in your life depending on who they are, right?
159
Like the way that you talk with your mom and the way
160
that you act with her is probably very different than the way that you talk with, like, your friends at school or outside of work, right?
161
Similarly, the way that you might talk to, like, your girlfriend or your boyfriend would be very different than the way that you talk to a college professor.
162
And so in the same way, it's no different here.
163
You need to adjust your energy and just your overall demeanor to match the interviewer, because if you don't, then you run the risk of potentially coming across as not a good fit,
164
aka they just didn't want you on their team.
165
And so honestly, if you just make sure to do all of these things, right, you work really hard to get your stats and your work experience to be impressive,
166
and you make sure that you come across as humble and confident, and you also make sure to convey warmth and smile in the interview,
167
but you adjust your energy to the interviewer and you don't share too much unless prompted, then this last one sort of just comes naturally,
168
which is that they won't feel like you're going to embarrass them.
169
And if they don't feel that you'll embarrass them, and in fact they like you after having a 30-minute conversation with you, then you're in a very good position.
170
Because again, it leads back up to this.
171
They're going to want you on their team.
172
So if this sounded more like a lecture on social dynamics or psychology and persuasion,
173
that's because of all the methods of evaluating people.
174
Whether it be tests, exams, group projects, or interviews.
175
Interviews are the most personal way of assessing a person.
176
Because seeing someone in person and seeing how they sound
177
and speak and think is very different from say if someone just submitted an essay and I I can read their words, but I don't know what they're like.
178
And because the stakes are so high for companies that are interviewing candidates,
179
right, the cost to acquire a new full-time employee is extremely high for most companies
180
because you have to understand that obviously they're paying you your salary and whatever compensation package you have,
181
but also they're probably going negative in the beginning because your productivity is zero,
182
if not negative productivity, in the beginning when you're just learning and getting started at the job.
183
And so the ROI on a new employee, honestly, it probably only goes positive like six months or a year plus into the job.
184
And so they're taking a big bet on you by hiring you, which is why the interview is so important and why it's so high stakes for the team, too.
185
Because if they hire someone that they end up not liking or who's just a bad fit,
186
then it's nobody's fault but theirs because they already screened you right and
187
so again i'm gonna put a star here at the end
188
of the day in an interview you have to demonstrate
189
that you have the qualities and the skills
190
and the experience required to do the job well
191
but once you have demonstrated that to them then it becomes a lot more about whether
192
or not the interviewer can think in their head to themselves afterwards
193
that i want this person on my team and
194
if the answer is yes then you're already 90 there i hope this was helpful let me Let me know
195
if you have any questions in the comments below, and I'll see you guys in the next one.
文脈と背景
このビデオでは、面接の成功率を飛躍的に高めるための具体的なアプローチが紹介されています。スピーカーのマットは、Googleで戦略とオペレーションのアソシエイトとして働いており、BCGでマネジメントコンサルタント、投資銀行での経験も持っています。彼は、自身のキャリアを通じて得た面接に関するノウハウを共有し、面接官に「この人をチームに迎えたい」と思わせるためのポイントについて語ります。
日常コミュニケーションのためのトップ5フレーズ
- あなたの経験について教えてください。 - 質問の内容をはっきりと伝えることが重要です。
- この役割に対する情熱は何ですか？ - 意欲を示す良い質問です。
- チームでの協力が重要だと考えていますか？ - コミュニケーション能力を問う質問です。
- 自分の強みを教えてください。 - 自信を持って話す能力を示します。
- どのようにして課題を克服しますか？ - 問題解決力をアピールできます。
段階的なシャドーイングガイド
このビデオの内容を英語で理解し、口頭表現を向上させるために、「英語シャドーイング」というテクニックを用いることをお勧めします。以下の手順で取り組んでみましょう：
- ビデオを繰り返し視聴します。 まず、内容を理解するために何度も視聴しましょう。
- スクリプトを確認します。 英語のスクリプトを手元に用意し、発音やイントネーションを確認します。
- シャドーイングを実施します。 音声に合わせて自分の声で復唱します。これにより、英語の発音を良くする練習になります。
- 録音して自己評価します。 自分の発音とリズムを録音し、元のスピーカーと比較してみると、改善点が見えてきます。
- IELTS スピーキング対策として活用します。 実践的な会話例を取り入れ、試験対策に役立てましょう。
これらのステップを通じて、英語スピーキング練習がより効果的になります。面接でのコミュニケーション能力を高めるために、ぜひ挑戦してみてください。
シャドーイングとは？英語上達に効果的な理由
シャドーイング（Shadowing）は、もともとプロの通訳者養成プログラムで開発された言語学習法で、多言語習得者として知られるDr. Alexander Arguelles によって広く普及されました。方法はシンプルですが非常に効果的：ネイティブスピーカーの英語を聞きながら、1〜2秒の遅延で声に出してすぐに繰り返す——まるで「影（shadow）」のように話者を追いかけます。文法ドリルや受動的なリスニングと異なり、シャドーイングは脳と口の筋肉が同時にリアルタイムで英語を処理・再現することを強制します。研究により、発音精度、抑揚、リズム、連音、リスニング力、そして会話の流暢さが大幅に向上することが確認されています。IELTSスピーキング対策や自然な英語コミュニケーションを目指す方に特におすすめです。