Prática de Shadowing: How to Conduct a JOB Interview With Confidence! (Structure, Steps and Sample Questions) - Aprenda a falar inglês com vídeo
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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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Vocabulário e dicas de fala para esta lição
Esta aula de conversação usa o vídeo “How to Conduct a JOB Interview With Confidence!”. Este vídeo tem 205 frases e 2888 palavras para praticar shadowing. A fala dura 14:41. O falante fala rápido, cerca de 197 palavras por minuto, então espere sons ligados e reduzidos. 93% das palavras estão entre as 3.000 mais comuns do inglês, por isso o vocabulário é fácil de acompanhar. 40 das 205 frases são perguntas, por isso é um bom treino para a entonação de perguntas e respostas curtas.
Vocabulário principal deste vídeo
15 palavras do vídeo que vale a pena aprender, com pronúncia e significado:
| Palavra | Pronúncia | Significado |
|---|---|---|
| hire verbo | /ˈhaɪɹ/ | contratar, alugar |
| salary substantivo | /ˈsæləɹi/ | salário |
| relax verbo | /ɹɪˈlæks/ | soltar, afrouxar |
| topic substantivo | /ˈtɑpɪk/ | tópico, assunto |
| feedback substantivo | /ˈfiːdˌbæk/ | comentário, avaliação |
| earn verbo | /ɝn/ | receber |
| skill substantivo | /skɪl/ | habilidade, talento |
| potentially advérbio | /pəˈtɛnʃ(ə)li/ | potencialmente |
| mask substantivo | /mæsk/ | máscara |
| nerve substantivo | /nɝv/ | nervo |
| inform verbo | /ɪnˈfɔɹm/ | informar |
| subscribe verbo | /səbˈskɹaɪb/ | assinar |
| emerge verbo | /ɪˈmɝd͡ʒ/ | emergir |
| prompt verbo | /pɹɑmpt/ | incitar, impelir |
| advertisement substantivo | /ˈædvɚˌtaɪzmənt/ | anúncio, publicidade |
Phrasal verbs que você vai ouvir
| Palavra | Significado |
|---|---|
| get out verbo | sair |
| write down verbo | anotar |
Frases que vale a pena repetir
Frases curtas e completas do vídeo que você pode usar na conversa do dia a dia:
- 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?
Gramática neste vídeo
As estruturas que o falante mais usa, com as palavras exatas do vídeo:
| Estrutura | No vídeo |
|---|---|
| Present perfect have/has + particípio passado — uma ação passada que ainda importa agora | you've never conducted · have explained · you've learned |
| Voz passiva be + particípio passado — o foco está no que acontece, não em quem faz | would be honored · is required · been done |
| Orações relativas who / which + oração — informação extra sobre uma pessoa ou coisa | people who are · somebody who has · ones that are |
| Conselho com “should” should + verbo — dizer o que é uma boa ideia | should be · should ask · should or |
Pronúncia para ficar de olho
O falante usa 42 contrações e formas reduzidas, como don't, they're, you're. Diga-as na forma curta, do jeito que você ouve.
- Os sons de “sh” e “zh”: potentially /pəˈtɛnʃ(ə)li/, inspiration /ˌɪn.spɪˈɹeɪ.ʃən/, controversial /ˌkɑn.tɹəˈvɝ.ʃəl/
- Palavras longas — acerte a sílaba tônica: potentially /pəˈtɛnʃ(ə)li/, advertisement /ˈædvɚˌtaɪzmənt/, ideally /aɪˈdi.ə.li/, inspiration /ˌɪn.spɪˈɹeɪ.ʃən/, controversial /ˌkɑn.tɹəˈvɝ.ʃəl/
Sons difíceis para falantes de português:
- Consoante final — sem acrescentar um “i” depois: topic /ˈtɑpɪk/, feedback /ˈfiːdˌbæk/, mask /mæsk/, subscribe /səbˈskɹaɪb/, prompt /pɹɑmpt/
- /l/ final — a língua toca o céu da boca, não vira “u”: skill /skɪl/, practical /ˈpɹæk.tɪ.kəl/, reveal /ɹɪˈviːl/, visible /ˈvɪzɪb(ə)l/, controversial /ˌkɑn.tɹəˈvɝ.ʃəl/
- /h/ — um sopro suave, diferente do “r”: hire /ˈhaɪɹ/, beforehand /bɪˈfɔɹhænd/
Como praticar com este vídeo
- Ouça o vídeo inteiro uma vez sem falar e anote as palavras que você não conhece.
- Comece na velocidade 0,75×, faça shadowing frase por frase e volte à velocidade normal quando ficar fácil.
- Grave a sua voz e compare com o original, prestando atenção a palavras como hire, salary, relax.
O que é a Técnica de Shadowing?
Shadowing é uma técnica de aprendizado de idiomas com base científica, originalmente desenvolvida para o treinamento de intérpretes profissionais. O método é simples, mas poderoso: você ouve áudio em inglês nativo e repete imediatamente em voz alta — como uma sombra seguindo o falante com 1-2 segundos de atraso. Pesquisas mostram melhora significativa na precisão da pronúncia, entonação, ritmo, sons conectados, compreensão auditiva e fluência na fala.