シャドーイング練習: What is recruitment process? | HRM | From A Business Professor - 動画で英語スピーキングを学ぶ
練習モードを選ぶ
各モードは全画面の練習ルームで開きます。
90 文
文が短すぎたり長すぎる場合は、Editをタップして調整してください。
1
Hello everyone, welcome to Business School 101.
2
Have you ever wondered how companies find the right people for the job, or how you might land that dream role?
3
It all starts with the recruitment process.
4
So what exactly is it?
5
How do companies go about recruiting?
6
What are some practical tips for the recruiters?
7
Are there some real -world examples?
8
In this video, I'll walk you through the recruitment process step by step.
9
Section 1.
10
Definition The recruitment process is the systematic approach organizations use to identify, attract, and select candidates for employment.
11
This process involves various stages, from identifying the need for a new hire to extending an offer to the chosen candidate.
12
Effective recruitment is crucial for an organization's success, as it ensures that the right people are placed in the right roles.
13
Section 2.
14
The process?
15
The recruitment process typically involves the following key steps: Step 1.
16
Identifying the need.
17
This is the first step where the company recognizes the need for a new position, either due to growth, a vacancy, or a new project.
18
At this stage, the role's requirements are defined, and a job description is created, detailing the responsibilities, skills, and qualifications needed.
19
Step 2.
20
Sourcing candidates.
21
Once the job description is finalized, the company begins sourcing candidates.
22
This can be done internally by promoting or transferring existing employees
23
or externally by advertising the job on various platforms like job boards, company websites, social media, or through recruitment agencies.
24
Step 3.
25
Screening and shortlisting.
26
After receiving applications, the recruitment team screens candidates by reviewing resumes and cover letters.
27
They shortlist those who meet the job requirements for further evaluation.
28
This stage may also involve initial phone interviews or assessments to filter out unqualified candidates.
29
Step 4.
30
Interviewing.
31
Shortlisted candidates are then invited for interviews, which can take various forms: phone, video, or in -person interviews.
32
During this stage, the recruitment team assesses the candidate's skills, experience, and cultural fit with the organization.
33
Multiple rounds of interviews may be conducted, including technical tests or case studies.
34
Step 5.
35
Evaluating and selecting.
36
After interviews, the recruitment team evaluates the candidates, comparing their qualifications and interview performances.
37
They may conduct reference checks or background verifications.
38
Finally, the best suited candidate is selected for the position.
39
Step 6.
40
Offering and onboarding The final step is extending a job offer to the selected candidate.
41
This offer includes details about the role, salary, benefits, and other employment terms.
42
Once the candidate accepts, the onboarding process begins, where the new hire is integrated into the company, provided with necessary training, and introduced to the team.
43
Section 3.
44
Tips Here are some practical tips to enhance the recruitment process.
45
Number 1.
46
Clearly define the role.
47
Start with a clear and detailed job description to attract the right candidates.
48
For example, if you're hiring a marketing manager, instead of just saying they'll "manage campaigns", specify that they'll "create and lead social media,
49
email, and SEO campaigns to boost brand awareness by 20 % annually."
50
This precision helps candidates understand exactly what's expected and whether they're a good fit, saving both you and them time during the hiring process.
51
Number 2.
52
Use multiple sourcing channels.
53
Don't rely on just one method to find candidates, cast a wide net.
54
Post your job on popular sites like Indeed or LinkedIn, share it on your company's social media, and encourage employees to refer candidates they know.
55
For example, if you're looking for a software engineer, you might attend tech meetups, partner with coding boot camps, and post the job on GitHub jobs.
56
This approach helps you reach a diverse group of candidates and increases your chances of finding the perfect fit number three
57
Streamline the screening process.
58
Use tools like an Applicant Tracking System to quickly filter through resumes based on key qualifications.
59
Imagine you're hiring a customer support specialist, an ATS can scan for keywords like CRM or customer service, allowing you to focus on the most relevant candidates.
60
Follow up with a short phone interview to gauge their communication skills, ensuring that only the best candidates move forward in the process.
61
Number 4.
62
Conduct structured interviews.
63
Keep your interviews consistent by asking every candidate the same questions, which makes it easier to compare them fairly.
64
For instance, if you're hiring a sales representative, you might ask each candidate, tell me about a time you exceeded your sales targets, what was your approach?
65
This method not only helps reduce bias but also ensures you're assessing all candidates on the same criteria.
66
Number 5.
67
Maintain clear communication.
68
Keep candidates in the loop throughout the recruitment process to create a positive experience.
69
For example, after an interview, you could send a quick email saying, "Thanks for your time today, we're still interviewing and will update you next week."
70
This simple step shows respect for the candidate's time and helps keep them engaged, even if the process takes longer than expected.
71
Clear communication reflects well on your company and can make a big difference in how candidates perceive you, even if they're not ultimately selected.
72
section 4 Examples.
73
Let's look at a couple of examples.
74
Number 1.
75
Tech company recruitment.
76
A leading tech company, for instance, might source software engineers by attending university career fairs, posting job ads on LinkedIn, and partnering with coding boot camps.
77
They use coding challenges as part of the screening process and conduct multiple interview rounds, including technical and behavioral interviews, to find the best talent.
78
Number 2.
79
Internal promotion.
80
A retail company may identify the need for a new store manager.
81
Instead of hiring externally, they might promote an assistant manager who has demonstrated leadership potential.
82
This internal recruitment saves time and costs while rewarding employee loyalty.
83
section 5 Summary.
84
To sum up, the recruitment process is a critical function that helps organizations find and hire the best talent.
85
It involves several steps, from identifying the need for a role to onboarding the new hire.
86
By following best practices, such as defining roles clearly and using multiple sourcing channels, companies can enhance their recruitment efforts and build a strong workforce.
87
All right, that's all for today's topic.
88
If you have any questions regarding this video, please leave your thoughts in a comment below.
89
I hope you guys have enjoyed this video, and if you did, make sure you give it a thumbs up and subscribe to my channel.
90
Thanks for watching, and I will see you next time.
アプリをダウンロード
流暢に話すために必要なすべて
AI発音採点文ごとに採点
IPA練習すべての音をマスター
単語学習自分の単語帳を作る
単語ゲーム遊びながら覚える
FOR YOU
おすすめ動画
B26
92 文
How to be a RECRUITER with no EXPERIENCE?! Explained by Recruiter
Business EnglishInterview EnglishUniversity Students
C1162 文
Incident Management Process: A Step by Step guide
Business EnglishInterview EnglishUniversity Students
C14
23 文
HRM: Compensation and Benefits (Chapter 7)
Business EnglishUniversity StudentsWorking Adults
![[2026] TOEFL iBT Speaking Take an Interview | Step-by-Step Strategies #0008](https://img.youtube.com/vi/Bo4ARkCDQLk/mqdefault.jpg)
C12
160 文
[2026] TOEFL iBT Speaking Take an Interview | Step-by-Step Strategies #0008
TOEFL PrepBusiness EnglishInterview English
C112
175 文
What is Procurement? Procurement Process Explained in 12 minutes
Business EnglishUniversity StudentsWorking Adults
C12
207 文
The Entry-Level Job Crisis
Business EnglishInterview EnglishUniversity Students
B2182 文
🔥HR Interview Questions and Answers (2025) | Top HR Interview Questions for Freshers | Intellipaat
Business EnglishInterview EnglishUniversity Students
C11
43 文
What is an Organization? - the Nature of Organizations
Business EnglishUniversity StudentsWorking Adults
C114
122 文
Learn Marketing Case Interviews in 8 Minutes
Business EnglishInterview EnglishUniversity Students
C13
32 文
cam 16 test 3 part 2
Cambridge Exam PrepBusiness EnglishInterview English
B25
218 文
My Entire Job Search Process: Software Engineer Resume & Interviews
Business EnglishInterview EnglishUniversity Students
C17
99 文
How to Answer System Design Interview Questions (Complete Guide)
Business EnglishInterview EnglishUniversity Students
この動画は誰におすすめ？
YouTubeで英語学習をしている中級レベルの方、特にIELTSスピーキング対策や英語スピーキング練習をしたい方にぴったりです。企業の採用プロセスについての説明は、ビジネス英語の知識も身につけながら、論理的な話し方や説明力を養うのに最適です。短いステップ別の説明が多いので、shadow speechの練習にも使いやすく、すぐに実践できるスキルが得られます。
覚えておきたいフレーズとイディオム
- systematic approach：体系的なアプローチ。「企業が採用をする際のsystematic approach」のように、ビジネスシーンでよく使われます。
- cultural fit：文化的適合性。「候補者のcultural fitを評価する」というように、企業の雰囲気に合うかどうかを表します。
- extend an offer：オファーを出す。「selected candidateにextend an offer」は、採用内定を出すという意味です。
これらのフレーズは、ビジネス英語のスピーキングやライティングで頻繁に登場するので、覚えておくと大変便利です。
発音を上手にするコツ
この動画のスピーカーは明瞭なアメリカンアクセントで話しています。英語の発音を良くするためには、特にアクセントの置き方とリズムに注目しましょう。例えば「recruitment process」では「re-CRUIT-ment PRO-cess」というように、強勢を置く場所が重要です。また、「sourcing candidates」のような複合語は、自然につなげて発音することで、流暢さが増します。
shadow speechの練習に最適なので、動画を10秒ずつ止めて、スピーカーの発音を真似てみてください。口の形や息の使い方も観察しながら、繰り返し練習することで、IELTSスピーキング対策にもなります。特に「onboarding」のような単語は、「オンボーディング」と日本語でも使われますが、正しい発音は「ON-bor-ding」です。
YouTubeで英語学習をする際は、このような具体的な発音のポイントを捉えることで、短期間で大きな進歩が見込めます。ぜひ今日からshadow speechの練習を始めて、英語スピーキングのスキルを向上させましょう！
この動画の文法
話し手がよく使っている文型を、動画の実際の表現とともに紹介します。
| 文型 | 動画での表現 |
|---|---|
| 受動態 be + 過去分詞 — 誰がするかより、何が起きるかに焦点を当てる | are placed · are defined · is finalized |
| 現在完了形 have/has + 過去分詞 — 過去の出来事が今も関係している | Have you ever wondered · has demonstrated · have enjoyed |
| 関係詞節 who / which + 節 — 人や物について情報を加える | those who meet · interviews, which can · questions, which makes |
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。