跟讀練習: Excellent vs. Terrible Nursing Interviews | Advice for New Grad Nurses - 通過影片學習英語口語
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58 句
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Don't give us a textbook answer because this is the only time we get to know you.
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I had a new grad interview last year who was probably my best interview ever.
3
She came into the interview so positive,
4
enthusiastic, smiling, a little nervous,
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but still able to answer questions. and very genuine.
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So somebody who really, truly answers questions that are not just by the book, what you think I want to hear, but a truthful answer.
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One, they arrive early.
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Two, they're very neat and well-dressed.
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Three, very poised and ready for their interview.
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Ready meaning that you actually have some knowledge about the area that you're interviewing for
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and you're prepared to answer any question being asked or as prepared as possible, and actually having questions yourself.
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Smile during your interview, make eye contact, be kind.
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I think those things will go far in helping someone successfully interview for a new position.
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Maybe 15, 20 minutes, I'm asking the applicant questions
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and then I keep the last 15 minutes for the applicant to be able to ask me questions,
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you know, and the questions they ask me is that, you know, how long have I worked at Cedar Sinai and what do you look for for a new grad?
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So it's a, it's like a, this time they're the ones interviewing me.
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That's a good interview for me.
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I absolutely love to hear the personal sides of a candidate.
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Sometimes I even ask because the first year of nursing is so stressful, what are the type of things
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that they enjoy doing on a personal level to differentiate the work-life balance
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so that they have something that they can rely on when something gets very stressful?
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An excellent interview would be if an interviewee is so prepared.
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I can tell by the way the interviewee dress up for the interview.
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At the same time, if you know that they did the research beforehand by basically answering all the questions about the organization.
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And somebody who's very engaging.
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I love the interview that is more conversational rather than like a question and answer.
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So that will be really an excellent interview for me.
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I think it all comes down to you
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and to begin with that's a good question to ask when you're coming into an interview.
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Let's ask what makes someone really successful in this setting and then you can reflect on whether you really fit that profile.
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Best interview would be an interview that is based upon conversation.
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So it's not just me asking you questions.
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You hear the energy, you see the smiles, you see the excitement in their eyes.
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A terrible interview, of course, being certain that you know exactly where you're applying to and where you're interviewing for.
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I've had candidates come in
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and they think it's a great opportunity to work at a trauma level one hospital
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when we do not have trauma level one at all.
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And then they go on and on about trauma care and all the things they brought up about trauma care, but we don't offer trauma care in our hospital.
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Again, making sure that you truly know exactly what you're interviewing for
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and where you're interviewing is very important because you don't want to walk in
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and have this thought that you're gonna see something that you're not gonna see at all.
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When they come in or if they're late, first of all, I think that punctuality is huge.
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So if they come in late, now if they have the reason for it, we did have somebody who came in late, they couldn't find the garage and whatnot, which things like that happen.
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But one that is you can feel almost that they are not really engaged.
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And so if they're not engaged from the get-go, I can't imagine them getting completely engaged with the culture, with the unit, with taking care of your patients.
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So, you know, it's a lot has the attitude.
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Again, it's I said previously, it's not so much the skills the skills you'll get,
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but it's the attitude and what you can bring to a unit or a culture or an organization.
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As a manager we're not looking for somebody who just wants a job and does their three shifts and goes home.
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We want people who are very engaged in our team
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and our patient environment and share the same passion for nursing as we all do.
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Someone who is asking about how much we pay What are the vacation times like?
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Do they have to work weekends?
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We have 30 minutes to 45 minutes and we have to judge you based on this.
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Which is kind of hard sometimes and you may hit and miss but I say be yourself.
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Be who you are.
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And so normally people are really excited and you can tell that's who they are.
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你能學到什麼
這段影片能幫你掌握兩項關鍵英語口語技能：一是職場面試中的自然表達，學會用對話而非機械問答展現個人特質；二是針對性溝通技巧，避免因資訊錯誤導致的表達偏差。通過觀察優秀與糟糕面試的對比，你能理解如何在口語交流中傳遞真誠與專業，這對英語口語練習至關重要。
注意這些語音現象
影片中存在不少連讀和弱讀現象，比如“what makes”連讀為/ˈwɑːt ˌmeɪks/，“it all comes down to”中“it all”弱讀為/ɪt ɔːl/。此外，說話人在表達興奮時會加重“energy”“smiles”“excitement”等詞的重音，通過shadow speech模仿這些細節，能有效提高英語發音的自然度。
像母語者一樣表達
母語者在面試對話中注重節奏和情感傳遞。模仿時要注意：用升調表達疑問（如“what do you look for for a new grad?”），用降調強調觀點（如“punctuality is huge”）；同時，通過停頓和重讀突出關鍵資訊（如“excellent interview”“terrible interview”）。嘗試將對話轉化為shadowing練習，感受說話人的語氣變化，比如說到“excitement in their eyes”時的輕快節奏，或提到“late”時的嚴肅語氣。此外，影片中反覆強調“research beforehand”“know the organization”，這些表達在求職場景中高頻出現，可作為shadow speak的重點內容。記住，自然的交流感比“教科書式回答”更重要，這也是shadowing site練習中常強調的核心技巧。
影片中的語法
說話人最常用的結構，並附上影片中的原話：
| 結構 | 影片中的用法 |
|---|---|
| 定語從句 who / which + 從句 — 補充說明人或事物 | somebody who really · somebody who came · somebody who just |
| 現在完成時 have/has + 過去分詞 — 過去發生但與現在仍有關聯的事 | have I worked · I've had |
| 被動語態 be + 過去分詞 — 強調發生了什麼，而不是誰做的 | being asked · is based |
什麼是跟讀法？
跟讀法 (Shadowing) 是一種有科學依據的語言學習技巧，最初開發用於專業口譯員的培訓，並由多語言者Alexander Arguelles博士普及。這個方法簡單而強大：您在聽英語母語原聲的同時立即大聲重複——就像是一個延遲1-2秒緊跟說話者的影子。與被動聽力或語法練習不同，跟讀法強迫您的大腦和口腔肌肉同時處理並模模擬實的講話模式。研究表明它能顯著提高發音準確性，語調，節奏，連讀，聽力理解和口語流利度——使其成為雅思口語備考和真實英語交流最有效的方法之一。