Shadowing Practice: Top 10 Answers to Interview Questions - Learn English Speaking with Video

I'm going to help you craft your answers to the top 10 questions so that you can land your ideal job.

As a hiring manager and a CEO,

I've done thousands of interviews and I've interviewed thousands of people.

And so I can tell you exactly what an employer is looking for.

But on the other side,

I was an employee for years before I had my own business.

So I know what it's like to be on the other side of the table.

And so I feel like I have a unique perspective that I can bring together to present to you these answers.

As a bonus at the end of this video,

I'm also going to give you the answer to one of the most important questions

that can dictate whether you get more money or less money in your new role.

The number one question that people ask an interview is not really a question.

It's tell me about yourself.

An open ended question that most people misinterpret.

Why do they misinterpret it?

I can tell you that nine times out of 10 when I say tell me about yourself to somebody on interview,

what they come back with is they want to tell me their whole life story.

Well, I grew up in Connecticut and I went to listen, nobody gets up.

They don't care about your life story.

They don't care where you grow up.

You're wasting their time.

They need to get to the next interview.

What they actually want to know is give me your sales pitch as to why you're fit for this role.

They want to hear your sales pitch.

Why are you uniquely qualified?

What experiences do you have that relate to the role that then make you the right candidate?

What they're really asking when they say,

tell me about yourself, is they're saying,

what value do you bring to this company and role?

So I want you to not even think when someone says,

tell me about yourself, switch.

It's what value do you bring to this company and role?

How do you go about answering this question.

The first piece is what you want to say is where you've been.

So say you're applying for a customer success representative or a customer success manager.

I've been a customer success manager at three of the fortune 500 companies

and over the last eight years

and what I was able to do with those three companies is drive x y and z results.

So the first thing you want to do is say what you have been,

the exact title and role,

and what results you have driven.

So title, results.

The second piece once you've explained the title and results is what are your biggest strengths.

I've been a customer success manager at these three fortune 500 companies.

I drove these results where I increased retention from 10% retention to 80% retention.

And my biggest strengths are blank.

My biggest strengths are that I'm fantastic at decreasing time to value for customers.

In fact, at my last company,

I was able to decrease time to value by 20% in just a quarter.

And then you want to bring it home by saying,

so the reason that I applied to work here is relate it back to why that pertains to the role.

And I saw that you were looking for a customer or success manager to get clients ramped up and onboarded more quickly.

And I figured that would be a good fit because I've done that in all these last three roles.

And I was able to actually increase our revenue per account by $4,000.

You're going to all tie it back to how it relates to you applying for this job.

So where have you been?

What results has it driven?

What's your biggest strength?

And how does that correlate to this role here?

Next time someone asks me, tell me about yourself.

Don't tell them about yourself.

Tell them why you're qualified for this role.

A hiring manager usually makes the decision as to whether

or not they're going to hire a person in the first 15 minutes of the interview.

And this is actually where most people drop the ball.

They go through all the effort.

They go and fill out the application.

They research the company.

They submit the application.

They write a cover letter.

They do all this pre-work to get to the interview.

And then they're not thinking about how they're going to answer the questions.

This isn't to give you some scripts in terms of,

I want you to regurgitate this on your interview.

This is to give you the framework to understand what is the employer actually asking

when they ask you these top 10 questions.

The second most asked question on an interview is walk me through your resume.

What I see a lot is that people go line by line.

It's like first I worked at Subway,

then I worked at this.

I had an internship and it's like nobody again gives a fuck.

They want to hear about the relevant experience.

So the first thing you want to do is you want to skip through anything that's not related to this job.

If it doesn't pertain to this job in any way and it adds no value to them,

then don't talk about it.

So only pick the experiences that relate to this specific role.

Take those experiences and translate them to them.

They've already read your resume.

That's why you're here for the interview.

They don't want you to read it off and say the exact same things from the resume.

What they want you to do is talk about how each of those experiences translates to this role.

Because you've done the research on the company,

you've done the research on the role,

and you can translate it for them.

The third most common question asked in an interview is,

why do you want to work at this company?

I have done thousands of interviews.

And most of the time,

surprisingly, this answer is not answered correctly.

100

What they want to hear is how much research you've done on the company and how excited you are about the role.

101

They want to hear someone that relates to the mission.

102

They really live by the values.

103

They really feel like this role is exactly what's meant for them.

104

And this is part of their career path that can get them to their ultimate goal.

105

What they don't want is for you to talk about the selfish reasons as to why you apply.

106

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.

108

When you're looking for a job,

109

you're looking for the pieces that pertain to you.

110

You're like, this is how this would make my life better.

111

That doesn't mean that that's what you want to express in an interview

112

because they already by default assume that if you apply for that job,

113

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.

116

They want to hear how company-centric versus self-centric you are.

117

And if you say anything about pay,

118

benefits, working remote, that's all going in self-centric bucket,

119

which they don't want to hire those people.

120

What they want to hear is mission, values, vision, career path.

121

That goes in company-centric bucket.

122

And so you want to make sure that you have a company-centric answer to that.

123

Research the company, look at their missions,

124

look at their values, study their glass door,

125

look at their LinkedIn, and look at all the things

126

that you like about that company and have an answer prepared that is company-centric, not self-centric.

127

So the way you want to frame this answer is really three R's.

128

Research, recognition, and right fit.

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So research, tie your answer into,

130

well, when I was looking at the company,

131

what I found on your LinkedIn was your mission talks about recognition.

132

I love the fact that your values talk about x,

133

y, and z because I actually relate to that because I live my life in x,

134

y, and z way and then right fit.

135

And because of that, I felt like I was the right fit for this role

136

because those things resonated with me so much.

137

Research, recognition, right fit.

138

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.

141

You know, I just tend to do too much.

142

I don't even know if I've had someone answer this one well.

143

What I would like to explain is that,

144

one, everyone knows that's bullshit.

145

Perfectionist.

146

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,

161

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,

167

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,

169

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.

181

When you are presenting, why should they hire you and not somebody else?

182

What I want you to think about is unique pairings.

183

So what is it that makes you different than others in what you do?

184

So if you look at some of the most talented people,

185

they typically have unique pairings in terms of skill sets.

186

The best person in a creative role might also be very organized.

187

That's a unique pairing because typically people in creative roles are actually not organized

188

and the fact that somebody is organized or extremely meticulous would be a unique pairing.

189

Say that you're applying for a financial role

190

and then you say actually I have really high you know people skills

191

and I actually have done lots of presentations on leadership and management all these other things.

192

Wow that's a unique pairing because not only am I getting

193

that person that's going to fill a financial role

194

but they can also contribute to all these other things in the company because of this skill set they have.

195

When that person asks you what makes you unique then you want to think about what is your unique pairing.

196

What's a skill set that you have that is contrary to a different skill set and together are rare to be seen.

197

The seventh most commonly asked question is why are you leaving your current role?

198

So if you currently are in a job,

199

they're going to ask you why are you leaving that role?

200

Here's what myself as an employer really wants to know.

201

What are the red flags that are the reason that you're leaving

202

and do they exist here in this company so that I can just stop this now because maybe it's not a fit.

203

And that's what they really want to know is are there the same things there that there are here.

204

And so if there's any crossover,

205

then that's not something that they would want because they don't want you to just leave this job too.

206

What they don't want is they don't want you to sit there

207

and complain about your last job to talk shit about your last employer.

208

Even if you're like, oh,

209

listen, if you say I'm not trying to talk shit,

210

you're talking shit because you're just literally what's going to follow that is shit talking.

211

But the fact that you said,

212

I'm not trying to talk shit, you're hiding it.

213

They can sense that.

214

Don't do it.

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Just say, here's the reasons I left.

216

And I don't think that pertains to this role here.

217

Even better is to say,

218

here's the reasons I left.

219

And the reason that I'm so interested in this job is because you've expressed these things,

220

which are the things that I want that I didn't have here.

221

The eighth most commonly asked question is,

222

what are your career aspirations?

223

What does an employer actually want to know?

224

They want to know how long you're going to be here.

225

That is what it means when they say,

226

what are your career aspirations?

227

Don't bullshit.

228

It's explain what you want to get from this job.

229

Explain how long you see yourself being here.

230

And explain if you're flexible or rigid in your ways.

231

Some people want to be a certain place from maybe 100 employees to 300 employees and then they're out.

232

Some people want to complete what I call a mission while they're there to build a certain something.

233

And then after they've built that thing, they're gone.

234

So explain what your objective is in applying and working at this company.

235

And then also explain that if you were ever to transition out,

236

you can always talk about,

237

I can see myself being here for four years building X department, Y department.

238

Beyond that, I don't know if there's room for me,

239

but I can see myself being here for and committing a solid four years.

240

And obviously, you know, when the time comes that I was no longer needed,

241

there's no more growth, I would always make sure to backfill myself because that's what people are really scared of.

242

They're scared of you leaving and not backfilling yourself.

243

Be honest, but also talk about the things that you would do

244

if the time came when you were no longer a fifth.

245

The ninth most commonly asked question is what are you looking for in a new position?

246

So when someone asks this,

247

what they want is not a list of all your demands and desires that are again,

248

selfish and not company centric.

249

What they want is to understand what are the parameters that would make this a great job for you?

250

What is your potential that's untapped and in what environment would you thrive?

251

And mostly what they want to know is do your career goals align with the position?

252

Your strengths fit with the role and do your desires fit with the role?

253

Someone might have strengths that fit with the role,

254

but their desires for their career don't necessarily.

255

And so they want to make sure that the desire also fits the role along with the strength.

256

So what you want to do is explain what kind of environment you'd be best utilized in.

257

So an example of that would be what I'm looking for is a place where I can really fully utilize myself.

258

I can build a department from scratch,

259

which I know I can do because I've done it three other times and I have the autonomy to do so.

260

But I also have the support and clarity for leadership where they're telling me,

261

hey, we'd rather have you do it this way or that way.

262

Hey, that's not exactly how the company needs it.

263

That's what I'm really looking for is a place where I can have autonomy,

264

but also support and clarity.

265

And the last most frequently asked question in a job interview is,

266

do you have any questions for me?

267

This is always what people are going to ask towards the end of the interview,

268

sometimes even in the beginning of the interview.

269

And here's what they want.

270

They want to know that you have thought about this decision.

271

What they don't want is somebody who is thoughtless,

272

who says, no, I really don't have any other questions.

273

You don't have any other questions about the place you want to be for the next two to four years?

274

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.

277

So here's how I would answer that question.

278

One, be specific.

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Pull out a line from the job description that was on the posted site and say,

280

I have a question about this piece that you wrote in the job description.

281

One, that shows that you read the job description,

282

which a lot of people don't do it thoroughly.

283

And then two, it shows that you were thoughtful enough to ask a question about it.

284

The second thing you can do is you can ask,

285

how would I exceed your expectations in this role?

286

The best interviews I've had have been where candidates have asked me,

287

how could I not meet your expectations, but exceed your expectations?

288

And that's a great question for an employer because then they're thinking,

289

How would this person impress me?

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And you can start off on an even better flip

291

because you can get in there

292

and right off the bat You know what you can do to impress

293

that person And then the third thing that you can ask is what would my onboarding look like?

294

What would my 30 60 90 look like?

295

The reason I ask about onboarding or 30 60 90 is important

296

because it shows

297

that you can see yourself being in the company You have enough foresight to think what's it gonna look like

298

when I get in there?

299

And how can I prepare now which shows again that you're thoughtful

300

and you're diligent and as a bonus question a lot of people ask me Layla,

301

how do I answer the question,

302

what do you want to get paid?

303

Here's the thing.

304

That's actually not something you can ask during a job interview.

305

Nobody is actually allowed to answer that question or ask that question.

306

So if somebody asks you,

307

what are you being paid now?

308

You actually don't need to answer it.

309

So that is something a lot of people don't know.

310

Now, what a lot of people do ask the way to get around it is to say,

311

what is your goal salary?

312

So a lot of employers will ask,

313

tell me what your goal salary or goal compensation is.

314

And here's how I would suggest to answer that to make the most amount of money.

315

One, you have to understand that overshooting this is going to stab you in the face.

316

No employer is going to hire somebody who say the job is market value at $100,000 and you say $200,000.

317

They're just not going to do that.

318

And trust me, I have had that happen.

319

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.

321

One, you want to research the role.

322

So go on salary.com, payscale.com,

323

see how much that title and with your years of experience is worth in the market.

324

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,

329

like what are people actually paying in similar companies?

330

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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Woordenschat en spreektips bij deze les

Deze video bevat 347 zinnen en 3677 woorden om na te spreken. Het gesproken deel duurt 14:55. De spreker praat snel, ongeveer 247 woorden per minuut, dus reken op verbonden en ingeslikte klanken. 88% van de woorden hoort bij de 3.000 meest gebruikte Engelse woorden; de rest kun je beter vooraf bekijken.

Belangrijke woorden in deze video

15 woorden uit de video die het leren waard zijn, met uitspraak en betekenis:

Woord	Uitspraak	Betekenis
hire werkwoord	/ˈhaɪɹ/	huren
employer zelfstandig naamwoord	/ɪmˈplɔɪə/	werkgever
relate werkwoord	/ɹɪˈleɪt/	vertellen
weakness zelfstandig naamwoord	/ˈwik.nɪs/	zwakte
mathematics zelfstandig naamwoord	/mæθ(.ə)ˈmæt.ɪks/	wiskunde, mathematiek
skill zelfstandig naamwoord	/skɪl/	bekwaamheid, vaardigheid
recognition zelfstandig naamwoord	/ˌɹɛkəɡˈnɪʃ(ə)n/	herkenning
remote bijvoeglijk naamwoord	/ɹəˈməʊt̞/	verwijderd, afgelegen
salary zelfstandig naamwoord	/ˈsæləɹi/	salaris, loon
compensation zelfstandig naamwoord	/ˌkɑm.pənˈseɪ.ʃən/	compensatie
resume werkwoord	/ˈɹɛz.ə.meɪ/	hervatten, voortzetten
expectation zelfstandig naamwoord	/ˌɛk.spɛkˈteɪ.ʃən/	verwachting, afwachting
organize werkwoord	/ˈɔɹɡənaɪz/	organiseren
translate werkwoord	/tɹænzˈleɪt/	vertalen, overzetten
retention zelfstandig naamwoord	/ɹɪˈtɛnʃən/	vasthouding, retentie

Phrasal verbs die je zult horen

Woord	Uitspraak	Betekenis
come up with werkwoord		bedenken, verzinnen
fill out werkwoord	/fɪl ˈaʊt/	invullen
get up werkwoord		opstaan
grow up werkwoord		opgroeien

Grammatica in deze video

De structuren die de spreker het meest gebruikt, met de exacte woorden uit de video:

Structuur	In de video
Present perfect have/has + voltooid deelwoord — iets uit het verleden dat nu nog telt	I've done · you've been · I've been
Lijdende vorm be + voltooid deelwoord — het gaat om wat er gebeurt, niet om wie het doet	is not answered · are actually not organized · is organized
Betrekkelijke bijzinnen who / which + zin — extra informatie over een persoon of ding	guy who eventually · somebody who is · somebody who say

Uitspraak om op te letten

De spreker gebruikt 107 samentrekkingen en verkorte vormen, zoals don't, you're, they're. Spreek ze kort uit, zoals je ze hoort.

De “th”-klanken: mathematics /mæθ(.ə)ˈmæt.ɪks/, thoughtful /ˈθɔːtfəl/, sixth /sɪksθ/, seventh /ˈsɛvənθ/, eighth /eɪtθ/
De klanken “sh” en “zh”: recognition /ˌɹɛkəɡˈnɪʃ(ə)n/, compensation /ˌkɑm.pənˈseɪ.ʃən/, expectation /ˌɛk.spɛkˈteɪ.ʃən/, retention /ɹɪˈtɛnʃən/, selfish /ˈsɛlf.ɪʃ/
Lange woorden — let op de klemtoon: mathematics /mæθ(.ə)ˈmæt.ɪks/, recognition /ˌɹɛkəɡˈnɪʃ(ə)n/, compensation /ˌkɑm.pənˈseɪ.ʃən/, expectation /ˌɛk.spɛkˈteɪ.ʃən/, autonomy /ɔˈtɑ.nə.mi/

Zo oefen je met deze video

Luister de hele video één keer zonder te spreken en noteer de woorden die je niet kent.
Begin op 0,75× snelheid, spreek zin voor zin na en ga terug naar normale snelheid zodra het makkelijk gaat.
Neem jezelf op en vergelijk met het origineel; let daarbij op woorden als hire, employer, relate.

Wat is de Shadowing-techniek?

Shadowing is een wetenschappelijk onderbouwde taalleermethode die oorspronkelijk is ontwikkeld voor professionele tolkentraining en gepopulariseerd door polyglot Dr. Alexander Arguelles. De methode is eenvoudig maar krachtig: je luistert naar native Engelse audio en herhaalt het onmiddellijk hardop — als een schaduw die de spreker volgt met slechts 1–2 seconden vertraging. In tegenstelling tot passief luisteren of grammaticadrills, dwingt shadowing je hersenen en mondspieren om echte spraakpatronen tegelijkertijd te verwerken en te reproduceren. Onderzoek toont aan dat het de uitspraaknauwkeurigheid, intonatie, ritme, verbonden spraak, luisterbegrip en spreekvaardigheid aanzienlijk verbetert — waardoor het een van de meest effectieve methoden is voor IELTS Speaking-voorbereiding en echte Engelse communicatie.

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