【面接対策】一次面接で受かる人の特徴とは？重視される評価ポイントを転職のプロが徹底解説【1次面接／自己PR／志望動機／逆質問／転職理由／中途採用／大企業転職】 — Transcript

Full transcript

1. 0:00In job hunting, the first interview is
2. 0:01the biggest hurdle; about 70%of people
3. 0:03end up failing at that stage. To a
4. 0:05large extent, yes. What companies are
5. 0:07really looking for in an interview is
6. 0:08whether your skills are a good fit. If
7. 0:10you organize your thoughts beforehand
8. 0:11using the STAR framework, you can
9. 0:13articulate what you want to say
10. 0:14effectively. In terms of the interview,
11. 0:16the 2-6-2 rule applies; 60%is just for
12. 0:19confirming the basics.
13. 0:21Yes. So, thank you for joining us today
14. 0:23.
15. 0:23Thank you for having me.
16. 0:24Yes.
17. 0:25Today's theme is on preparing for first
18. 0:26interviews, and I'd like to hear your
19. 0:27insights.
20. 0:27Yes. Yes.
21. 0:29So, out of all the interview stages, we
22. 0:30are focusing specifically on the first
23. 0:31one.
24. 0:31That's correct. Yes. We've uploaded
25. 0:34individual videos on how to answer
26. 0:36specific interview questions, but I'd
27. 0:37like to ask about the trends specific
28. 0:39to the first interview phase, since it
29. 0:41is the initial step and likely has its
30. 0:43own unique characteristics.
31. 0:45Yes. Indeed. In the job hunting process
32. 0:48, the first interview really is the
33. 0:49greatest challenge, so to speak.
34. 0:51When it comes to the pass rate,
35. 0:52although it depends on the company,
36. 0:54many of them are around 30%.
37. 0:55Oh, so quite a lot of people fail.
38. 0:57That's right. Conversely, that means
39. 0:59about 70%of candidates drop out at the
40. 1:01first interview.
41. 1:01I see.
42. 1:02On the flip side, once you pass this
43. 1:03stage, the success rate for the second
44. 1:05and final interviews tends to be quite
45. 1:06high.
46. 1:07Mm-hmm. So, knowing how to break
47. 1:08through this initial hurdle is really
48. 1:09the most important first question.
49. 1:10That certainly seems important. Exactly
50. 1:12.
51. 1:12Yes. That's what I think. Now, as for
52. 1:14basic preparation, this channel already
53. 1:16has plenty of content covering various
54. 1:18interview tips, so if you watch those,
55. 1:20you should generally be fine. However,
56. 1:23between the first interview and the
57. 1:25subsequent ones, the interviewers
58. 1:27involved and...
59. 1:28Mm-hmm. ...the points they focus on do
60. 1:30shift, so let’s go ahead and explain
61. 1:32based on that today.
62. 1:33Yeah. Oh, I'm curious to hear that. Yes
63. 1:35, I look forward to working with you.
64. 1:36Yes. Nice to meet you.
65. 1:38Yes.
66. 1:40I've put together a table showing how
67. 1:41the first, second, and final interviews
68. 1:43differ, so I'd like you to take a look
69. 1:45at it. Please keep in mind that this is
70. 1:50just a general trend and not always the
71. 1:52case for everyone, but large companies
72. 1:54often have a three-step interview
73. 1:56process: first, second, and final.
74. 1:59Sometimes there is no second interview.
75. 2:01And depending on the company, there are
76. 2:03rare cases where a job offer is made
77. 2:04right after the first interview.
78. 2:05Oh, so it can be completed in one round
79. 2:07?
80. 2:08Yes. It's possible. Well, in most cases
81. 2:10, there are three steps, so I'll
82. 2:12explain based on that. Generally, the
83. 2:16first interview is conducted by a
84. 2:18department manager, someone at the
85. 2:20section manager level, or an HR
86. 2:22representative at the manager level.
87. 2:25Yes. Yes.
88. 2:26In my experience, it's usually the
89. 2:27department manager.
90. 2:28So, someone who could potentially be
91. 2:30your boss at your new workplace? That
92. 2:32is exactly right. For the second round,
93. 2:34it's usually the department head or
94. 2:35someone at the division manager level.
95. 2:37Yeah. I see. And for the final
96. 2:39interview, it's the executive in charge
97. 2:41.
98. 2:41It's also common for an HR executive to
99. 2:43join that meeting. The key points being
100. 2:47looked at are written here as "CAN" and
101. 2:49"VALUE," but generally speaking, what
102. 2:51companies look for is whether you are a
103. 2:53fit.
104. 2:54That refers to your abilities, skills,
105. 2:56and experience.
106. 2:57Yes, exactly. Simply put, it's whether
107. 3:00you can succeed and contribute to the
108. 3:02company if you join. This is very
109. 3:04important. Next is "U," which might not
110. 3:06be a common term, but it essentially
111. 3:08means "culture fit." Yeah. Like whether
112. 3:11your values align with what the company
113. 3:12holds dear.
114. 3:13Exactly. Culture fit, and value fit.
115. 3:16Also, things like whether you're a good
116. 3:18culture fit are likely included in this
117. 3:20as well.
118. 3:21And finally, there's "Will."
119. 3:23This is about whether what the
120. 3:24candidate wants to achieve, experience,
121. 3:26and their desired career align with the
122. 3:28company's environment and the mission
123. 3:29they want to assign. Right.
124. 3:31If this alignment is high, they'll stay
125. 3:33highly motivated in their work, and I
126. 3:34think it also leads to higher retention
127. 3:36rates. So, broadly speaking, companies
128. 3:39are looking at these three things: Can,
129. 3:41Value, and Will.
130. 3:43I think the priority of these factors
131. 3:45shifts as you move from the initial
132. 3:46screening to the final interview.
133. 3:48I see.
134. 3:49As written here, in the initial
135. 3:51screening, "Can" is basically the most
136. 3:53important factor. Next, they look at
137. 3:55things like "Value fit"—whether you
138. 3:57align with the company's values and
139. 3:59culture—and finally, they confirm
140. 4:01that your "Will" is properly connected
141. 4:03to the role. I think the second round
142. 4:05of interviews doesn't really change
143. 4:06much from that.
144. 4:07Is that because it depends on who is
145. 4:09conducting the interview?
146. 4:10Yes. Exactly. After all, it's the
147. 4:12manager-level staff who handle the
148. 4:14detailed day-to-day operations and the
149. 4:16management required to execute the
150. 4:18mission, right? Since those managers
151. 4:20have a deep understanding of all the
152. 4:22issues and the current situation on the
153. 4:24ground, they are looking to see if this
154. 4:26candidate can truly perform well if
155. 4:27they join the position being recruited
156. 4:29for.
157. 4:30So, they really focus on "Can,"
158. 4:32specifically more technical-oriented "
159. 4:34Can." Things like technical aspects and
160. 4:36specific skill sets. I think the person
161. 4:38in charge of the initial interview is
162. 4:40looking at whether you can actually get
163. 4:41hands-on and perform specific analyses
164. 4:43or create certain types of documents.
165. 4:45That's what I think. And of course,
166. 4:47they also look at so-called "portable
167. 4:49skills" like communication ability and
168. 4:50the power to engage others. Now, for
169. 4:52the second round of interviews, the
170. 4:54priority of "Can,""Value," and "Will"
171. 4:56remains the same, but in my experience,
172. 4:58they start looking more at portable
173. 5:00skills as well. Things like logical
174. 5:01thinking ability, or, well, how well
175. 5:03you can settle into a role. I think
176. 5:05they start looking at those, and then
177. 5:07by the final round, the focus really
178. 5:09shifts more toward "Value" and "Will."
179. 5:13The reason I believe this trend exists
180. 5:15is that when the candidates we support
181. 5:17are rejected, companies often provide
182. 5:19feedback on the reasons for the
183. 5:20decision. When you look at that
184. 5:24feedback for each stage of the process,
185. 5:26the rejection comments show distinct
186. 5:28characteristics; for the first round,
187. 5:30it's often that they didn't meet the
188. 5:32requirements, or there were gaps in
189. 5:34their Q&A responses, or they were
190. 5:36long-winded.
191. 5:38Those kinds of things come up, and
192. 5:39while the second round is similar,
193. 5:41it’s often about a lack of logic or
194. 5:43specificity in their answers, or
195. 5:45uncertainty regarding their future
196. 5:47career path.
197. 5:47Because of that, they start looking not
198. 5:49just at "Can," but also a bit more at "
199. 5:51Value" and "Will" than in the first
200. 5:53round.
201. 5:53That’s right. The comment at the very
202. 5:55bottom regarding the second round is
203. 5:56exactly the kind of shift I’m talking
204. 5:58about. Yes. Then, in the final round,
205. 6:00the comments become things like the
206. 6:02motivation being thin, a mismatch
207. 6:04between their career vision and the
208. 6:06company’s direction, or ambiguous
209. 6:08decision-making in their life so far.
210. 6:11From these comments, it's clear that
211. 6:13the points they prioritize shift, which
212. 6:15means you should probably customize
213. 6:17what you say in the interview to align
214. 6:19with those priorities.
215. 6:22And that, in a sense, leads us into
216. 6:23today’s main topic. I see. That's
217. 6:25exactly it. Returning to our original
218. 6:27theme of the first round, it means you
219. 6:29should focus on talking primarily about
220. 6:31your "Can" side, right?
221. 6:32Exactly. Yes. Interviews are usually
222. 6:34about 60 minutes long, and they often
223. 6:36ask for self-promotion or episodes
224. 6:38where you’ve achieved significant
225. 6:40results.
226. 6:40They ask in quite a bit of detail about
227. 6:42the team structure when you achieved
228. 6:44those results, what your specific role
229. 6:46was, what the situation was at the time
230. 6:48, and why you thought it was a
231. 6:50challenge that needed addressing.
232. 6:51I think these are asked quite often.
233. 6:53So, you need to be properly prepared to
234. 6:55answer those questions.
235. 6:56Yeah. I think that becomes even more
236. 6:58important.
237. 6:58Exactly. So, while it’s important to
238. 7:00talk about what you did, you also need
239. 7:02to be able to explain the surrounding
240. 7:04circumstances and who you were working
241. 7:06with.
242. 7:06Oh, I see.
243. 7:07Sometimes, in self-promotion exchanges,
244. 7:09if we have to go back and forth many
245. 7:11times just to get the information we
246. 7:13want, it often leads to rejection.
247. 7:16I had a different impression; I thought
248. 7:18being too long-winded gets you rejected
249. 7:20, so I assumed that having a quick,
250. 7:22back-and-forth exchange was actually a
251. 7:23good thing.
252. 7:25That makes sense. Not quite. Of course,
253. 7:28it depends on the degree, and being too
254. 7:30long-winded is obviously bad, but if
255. 7:32you answer too briefly, the interviewer
256. 7:33has to keep asking follow-up questions
257. 7:35to reach the heart of the matter,
258. 7:39and that kind of dynamic isn't very
259. 7:41good either,
260. 7:41so that’s something you really want
261. 7:43to be careful about.
262. 7:44Oh, is that how it is? The honest truth
263. 7:46is that since we’re holding the
264. 7:47initial interview because we want to
265. 7:48hear from the candidate, we really just
266. 7:49want you to talk more.
267. 7:50Yes. Exactly.
268. 7:51Oh, I didn't realize that.
269. 7:53Yes. Regarding how to present your
270. 7:55self-promotion, as we've covered on
271. 7:57this channel, if you organize your
272. 7:58thoughts beforehand using the STAR
273. 8:00framework, you'll be able to
274. 8:02communicate what you want to say
275. 8:03effectively, so I really want you to be
276. 8:05mindful of that and prepare in advance;
277. 8:07organizing with STAR makes it quite
278. 8:09detailed. STAR starts with the
279. 8:10situation, like the background at the
280. 8:12time.
281. 8:13Starting by organizing the situation,
282. 8:14then moving to the task—that is, the
283. 8:16challenge.
284. 8:16Mm-hmm. Then the actual action taken,
285. 8:19and finally the result, or the outcome.
286. 8:21Talking through all that usually ends
287. 8:22up taking about one or two minutes.
288. 8:24If you try to explain it properly.
289. 8:26That's right. It doesn't seem possible
290. 8:27in, say, 30 seconds.
291. 8:28Yes. And I think it's perfectly fine
292. 8:29for it to take about one or two minutes
293. 8:30. When you're asked, "What is your best
294. 8:31accomplishment?" or "Could you give a
295. 8:33self-introduction?"
296. 8:34When you are asked that. So, I think
297. 8:36it's easier to get a high evaluation in
298. 8:38a first interview by organizing it well
299. 8:40and speaking in relative detail, so I
300. 8:42think it's good to understand that.
301. 8:44Mm-hmm. That’s actually a bit of an
302. 8:46eye-opener for me. So you mean it’s
303. 8:48actually better to speak thoroughly,
304. 8:49right? I understand.
305. 8:51Yes. Exactly. Also, if the company
306. 8:53you're applying to is in a different
307. 8:55industry—for example, if your current
308. 8:57job is in the medical or construction
309. 8:59industry—
310. 9:00Mm-hmm. When you talk about an episode
311. 9:02where you achieved results in a
312. 9:03specialized industry, you should be
313. 9:05able to explain various keywords and
314. 9:07terms so that even someone unfamiliar
315. 9:08with it can easily understand.
316. 9:10Being able to explain those,
317. 9:12That might also be important. Otherwise
318. 9:15, wasting time with "What does that
319. 9:17mean?" seems likely. Exactly. So,
320. 9:21depending on the case, there are
321. 9:23several things you should explain in
322. 9:25advance when setting the background or
323. 9:27the challenge. For example, in sales,
324. 9:32just saying "the clients were of this
325. 9:35employee size, in this industry, and I
326. 9:37typically dealt with people in
327. 9:39such-and-such department" makes it much
328. 9:41easier to visualize how you actually
329. 9:43worked.
330. 9:45Mm-hmm. True, that's true. So, for
331. 9:47people in sales, it's definitely easier
332. 9:49for the other party to understand if
333. 9:51you properly explain the attributes of
334. 9:52the people you were selling to.
335. 9:54If that part is missing, it's hard to
336. 9:55get a concrete picture of the situation
337. 9:57.
338. 9:57Yes. It’s definitely completely
339. 9:59different depending on whether it was
340. 10:00for a large company or a mid-sized one.
341. 10:01Yes, they are completely different.
342. 10:03Enterprise sales and retail sales are
343. 10:05entirely different things, so I want
344. 10:07you to explain those details so that
345. 10:09someone outside the industry can
346. 10:11visualize what you mean when they hear
347. 10:13your self-promotion. I’d like you to
348. 10:15organize it to that extent. I see. In a
349. 10:18previous video, I recommended writing
350. 10:20out a script for the interview and
351. 10:22practicing speaking it, but...
352. 10:23That seems really important in this
353. 10:25context as well. Like, checking to see
354. 10:26if you’ve included industry jargon by
355. 10:28mistake. That might be true, for sure.
356. 10:30So, if possible, it might be a good
357. 10:31idea to explain it to a partner or
358. 10:33someone else and ask, "Did you
359. 10:34understand what I just said?"
360. 10:35Ah.
361. 10:36Yeah, that’s something you could try.
362. 10:37Well, that’s certainly true. It might
363. 10:39be that the points you think don't need
364. 10:41explanation are actually the ones that
365. 10:42require more detail. I feel like I'm
366. 10:44beginning to understand the specific
367. 10:45points for a first interview, but even
368. 10:47so, I think there are many cases where
369. 10:49they ask about your motivation for
370. 10:50applying. Is that part not very
371. 10:52important?
372. 10:52Well, that's right. Of course, I think
373. 10:54it’s asked quite often. However, no
374. 10:56matter how wonderful the content of
375. 10:58your motivation is,
376. 10:59if it isn't backed up by actual
377. 11:00capability, you’ll end up failing the
378. 11:02interview. Right.
379. 11:03In mid-career hiring, you're basically
380. 11:05looking for immediate assets, aren't
381. 11:06you?
382. 11:07Yes. Exactly. So, if your motivation
383. 11:09for applying isn't too off-base, I
384. 11:10don't think you need to dig too deep
385. 11:12into it. Yeah. I think that's true in
386. 11:14many cases.
387. 11:14So, it’s the kind of question where
388. 11:16you want to avoid losing points, but
389. 11:17you can’t really gain points either?
390. 11:18Exactly.
391. 11:19Job changes are similar. Well, I think
392. 11:21the job change itself is actually quite
393. 11:23a concern.
394. 11:24Right. Like, why do you want to leave,
395. 11:26or whether it’s just a "running away"
396. 11:28type of job change,
397. 11:29or what kind of mindset you have while
398. 11:31job hunting—that's all to ensure
399. 11:32there's no mismatch later on.
400. 11:34There are things I want to confirm, so
401. 11:36if your reason for changing jobs is
402. 11:37very convincing, you might not even be
403. 11:39asked about the job itself.
404. 11:40Does that really happen?
405. 11:41It does. That happens all the time. So,
406. 11:43if you explain your career change
407. 11:45clearly, and they think, "Well, it
408. 11:46makes sense why you'd consider us,"
409. 11:48then they don't really need to ask.
410. 11:49Well, true, in a sense, your motivation
411. 11:51for applying is just the flip side of
412. 11:53your reason for leaving. I guess
413. 11:55that’s possible. Exactly.
414. 11:56More than that, once they understand
415. 11:58why you want to change jobs and why
416. 11:59you'd consider our company,
417. 12:01when it comes down to whether you can
418. 12:02actually succeed here, that’s what
419. 12:03they’re really focused on.
420. 12:04That’s true, the focus does seem to
421. 12:06shift there. Ah, I see. So, really, in
422. 12:09an initial interview, about 20%is
423. 12:11self-introduction and confirming your
424. 12:14career change, while 60%is about your
425. 12:16self-promotion, achievements, and
426. 12:19skills.
427. 12:19Yeah.
428. 12:20And the final 20%is for your questions.
429. 12:22That’s how it usually goes.
430. 12:24Yes. I see. So, it really comes down to
431. 12:26your self-promotion. It's all about how
432. 12:28well you polish that.
433. 12:29Yes. Exactly. And if your first
434. 12:31interview is with HR, they might dig a
435. 12:33bit deeper into your motivation for
436. 12:34changing jobs.
437. 12:35Yeah. Yeah. I see. When it’s HR, they
438. 12:39tend to look more at cultural fit,
439. 12:41right?
440. 12:43That's right. And they also check if
441. 12:45your portable skills, like
442. 12:46communication ability, are up to a
443. 12:47certain standard.
444. 12:48Yeah. As for technical skills or
445. 12:50specific knowledge, HR often isn't
446. 12:52fully aware of the situation on the
447. 12:54ground. Some companies have a step
448. 13:00where they have the department or
449. 13:01managers check those in the next
450. 13:03interview, so it varies, but in many
451. 13:05mid-career hiring cases, the department
452. 13:07manager is the first person you meet,
453. 13:09so I want you to keep what I said in
454. 13:11mind. Yeah. Understood. Thank you very
455. 13:16much.
456. 13:17One last thing, since you just brought
457. 13:19it up, let's talk about reverse
458. 13:20questions. Yes. Yeah.
459. 13:22Should you change the questions you ask
460. 13:24depending on whether it's a first,
461. 13:25second, or final interview? Ah,
462. 13:27that’s right. I think it’s
463. 13:28perfectly fine to change them.
464. 13:29Actually, it might even be better to
465. 13:31change them.
466. 13:31Oh, really?
467. 13:32The reason is, as I mentioned earlier,
468. 13:34for the first, second, and final
469. 13:35interviews, the interviewers have
470. 13:37different job titles and...
471. 13:38Mm-hmm. ...different areas of
472. 13:40responsibility, right? If you ask a
473. 13:44first-round interviewer, "What is your
474. 13:45vision for the company's future?", that
475. 13:48might be an okay question, but...I mean
476. 13:50, even if they are at the section
477. 13:51manager level, they should of course
478. 13:53have a high-level view of the company,
479. 13:55but if you ask if that's a perfect
480. 13:57match, well, I don't think it really
481. 13:59hits the mark. I see what you mean. So,
482. 14:02it’s easier for them to answer if you
483. 14:04ask about the current challenges in
484. 14:06their specific department instead. For
485. 14:08the person being asked, too.
486. 14:10Exactly. Since the first-round
487. 14:13interviewer is verifying whether you
488. 14:15can actually succeed in that specific
489. 14:16role, it feels better to ask questions
490. 14:18that help you confirm if you can really
491. 14:20succeed there yourself.
492. 14:23Yeah. Ah, I see what you mean. So
493. 14:26it’s better to tailor your questions
494. 14:28to the scope the interviewer usually
495. 14:30oversees, right?
496. 14:31And conversely, for a final interview,
497. 14:33it would be fine to ask about the
498. 14:34company’s direction or the
499. 14:35department’s goals like you mentioned
500. 14:37earlier?
501. 14:38That’s right. You could definitely
502. 14:40increase the level of abstraction and
503. 14:42shift the timeline more toward the
504. 14:44future. Yeah. So, you can organize
505. 14:47things by moving from the field to
506. 14:49management, and from the present to the
507. 14:51future, and I think it’s a good idea
508. 14:52to customize that across your first,
509. 14:54second, and final interviews.
510. 14:56I see.
511. 14:56For instance, asking a division manager
512. 14:58or executive in a final interview about
513. 15:00what the work style is actually like,
514. 15:02that's just not a good fit, is it?
515. 15:04Ah, that’s the kind of thing you
516. 15:05should ask the manager on the ground
517. 15:06during the first interview. Or rather,
518. 15:08Things like "Could you tell me the
519. 15:09current structure of such-and-such
520. 15:11group?"—I mean, that's the kind of
521. 15:12question where they'd wonder, "Why ask
522. 15:14me that?"
523. 15:14Yeah. I mean, they’d probably answer,
524. 15:16but it's really not the right match.
525. 15:17True.
526. 15:18Yes. They’d be thinking, "Why are
527. 15:19they asking me that?"
528. 15:20And there's a possibility your
529. 15:21communication skills might be called
530. 15:22into question because of that.
531. 15:23Oh, I see. That makes sense. So for the
532. 15:27first interview, you should ask the
533. 15:29manager on the ground things that are
534. 15:31easier for them to answer, like: "I’m
535. 15:33particularly confident in these
536. 15:34marketing skills, so what kind of roles
537. 15:36and skills do the other team members
538. 15:38have?" or asking about the team
539. 15:42composition, or what challenges the
540. 15:44group is currently facing.
541. 15:46Yes. That's easier to answer.
542. 15:48Yeah. So, ask about how you can
543. 15:49contribute once you join, and whether
544. 15:51the things you mentioned earlier that
545. 15:53you "want" to do can actually be
546. 15:55realized.
547. 15:56Yeah. I think it's best to ask about
548. 15:57things like that.
549. 15:58Regarding the explanation of reverse
550. 16:00questions—which I've also covered in
551. 16:01other videos—basically, you should
552. 16:03structure your questions around how you
553. 16:05can contribute.
554. 16:06If you only focus on achieving what you
555. 16:08want to do, well, a company isn't just
556. 16:10a place to fulfill your personal "wants
557. 16:12."
558. 16:12They hire because they want to grow the
559. 16:14business after paying your salary and
560. 16:15labor costs. So I think it’s better
561. 16:17to ask questions that align with that.
562. 16:19Yeah. And since this is a first
563. 16:20interview where "can" is valued most of
564. 16:22all, from that perspective, I certainly
565. 16:24found it convincing that questions
566. 16:26about whether you can demonstrate those
567. 16:28abilities are the best ones to ask.
568. 16:30Well, basically, I have uploaded
569. 16:32content on this channel about how to
570. 16:34organize your self-promotion, job
571. 16:35change reasons, and motivation for
572. 16:37applying.
573. 16:38Please watch those to organize your
574. 16:40thoughts on those three main questions.
575. 16:43I also have content on the top 8
576. 16:45questions asked in major corporate
577. 16:47interviews, and as you'll see in those
578. 16:49videos, they generally ask standard
579. 16:51questions. If you organize those points
580. 16:53properly, the rest depends on the
581. 16:54intensity of your speech for each
582. 16:56interview, since time is limited to 60
583. 16:57minutes.
584. 16:58I'd like you to be mindful of that. I
585. 16:59see. So rather than treating every
586. 17:01interview the same way, it's actually
587. 17:03important to be aware of which stage
588. 17:05the interview is at, right?
589. 17:06That's right. Also, final interviews
590. 17:08are often quite short, sometimes only
591. 17:1130 minutes. With HR executives or
592. 17:12department heads. Since you're meeting
593. 17:15with high-level people whose time is
594. 17:17hard to coordinate, if you don't go
595. 17:19into detail, you can't prove your
596. 17:20skills or appeal to them, and you’ll
597. 17:22end up running out of time, won't you?
598. 17:25That's true.
599. 17:26Yeah. In those cases, a question like,
600. 17:28"In a nutshell, how do you think your
601. 17:29skills can be applied to our company?"
602. 17:31is likely to come up.
603. 17:32Something like that, I imagine.
604. 17:33I get it.
605. 17:34Yeah.
606. 17:34Well, of course, there are cases where
607. 17:36they don't ask that too. Since the
608. 17:37department head or manager has already
609. 17:39seen you in the first and second rounds
610. 17:41, some interviewers might only ask
611. 17:43about values or culture fit, but even
612. 17:45then, the exchange is quite concise.
613. 17:47You know how people often talk about an
614. 17:48"executive summary," right?
615. 17:50Yeah. It might be better to have a
616. 17:51version prepared where you can speak
617. 17:53that way.
618. 17:53I see. It's like an elevator pitch—
619. 17:55well, maybe not quite to that extent,
620. 17:56but being able to speak concisely is
621. 17:58more necessary; it might not be the
622. 17:59right time for a long "STAR" method
623. 18:01story. Especially for the final.
624. 18:02Being able to say, "In a word, it's
625. 18:03like this," is very important.
626. 18:05It's profound, isn't it? Interviews are
627. 18:07truly something else. Thank you. Yes.
628. 18:09Yes.
629. 18:09So, today I explained the topic of
630. 18:11strategies for first-round interviews.
631. 18:13Our company provides agent services
632. 18:15that specialize primarily in job
633. 18:17changes to major corporations. If you
634. 18:19are interested, please check the link
635. 18:20in the description to visit the Syncaad
636. 18:22website and feel free to register for a
637. 18:24free career counseling session. Also,
638. 18:26this channel shares tips for job
639. 18:28hunting like we did today, as well as
640. 18:29industry and company explanations, and
641. 18:31topics on career theory. If you find
642. 18:33this content helpful, we would
643. 18:34appreciate it if you could like the
644. 18:35video and subscribe to the channel. We
645. 18:37look forward to seeing you in the next
646. 18:38video. Thank you very much.