※※※Japanese and Korean subtitles are on my YOUTUBE channel→　https://www.youtube.com/@nanasensei777

年齢(ねんれい)を言い訳(いいわけ)にしない！
Don't use your age as an excuse！
나이를 핑계 대지 마


NANAのにほんごpodcast 

3 minutes EASY JAPANESE #11 年齢(ねんれい)を言い訳(いいわけ)にしない！Don't use your age as an excuse！

Hoy repasamos el caso acusativo y el vocabulario de la compra.

Más info en davayporusski.com

¿Cómo se dice en ruso?

Hacer la compra

こんにちは、あかりです。今日(きょう)のテーマは「新(あたら)しい学(まな)び」です。

Usage of Slow Japanese:
STEP 1. Listen to the episode without seeing the scripts.
STEP 2. Go to mochifika.com/podcast/ and check "Key vocabularies of this episode", and listen again to the episode while seeing the list.
STEP 3. Check the whole script, it'll fill the gap in your understanding.

👉Support the Mochifika project, and see full scripts + access to the additional materials!
https://www.patreon.com/mochifika

Buy me a coffee:
https://www.buymeacoffee.com/mochifika/

Slow Japanese

Episode #47 - New learning

提起甘肃，人们脑海中很少会出现车水马龙的繁华或花红柳树的秀美。When it comes to Gansu, the bustling traffic and the beauty of red flowers and willows rarely appear in people's minds.
十有八九会浮现出很多历久弥新、脍炙人口的诗词佳句。Nine times out of ten, there will be a lot of old and popular poetry sentences.
比如：such as
《诗经》中有一首叫《蒹葭（jiān jiā）》的诗歌这样写道：There is a poem in the Book of Songs called "jian jia" that goes like this:
（《诗经》是中国最早的诗歌集，收集于西周初年至春秋中叶（即前11世纪至前6世纪）。The Book of Songs is the earliest poetry collection in China, which was collected from the early Western Zhou Dynasty to the middle of the Spring and Autumn period. (i.e. from the 11th century BC to the 6th century BC）
蒹葭苍苍，白露为霜。Reeds green, white dew for frost.
所谓伊人，在水一方。The beautiful girl is on the other side of the water.


新鲜事儿（Anecdote）

诗词中的甘肃

日本で"はたらく"こと
Working in JAPAN
일본에서 일하는 것

●YOUTUBEに英語、韓国語の字幕ver.があります
English, Korean Subtitles on YOUTUBE
유튜브에는 영어, 한국어 자막이 있습니다
https://www.youtube.com/@nanasensei777

日本で"はたらく"こと Working in JAPAN

This is the second episode of the series From Cali to Barcelona, today we will talk about August, kites and vacations.

Este es el segundo episodio de la serie De Cali a Barcelona, hoy hablaremos de agosto, las cometas y las vacaciones.

Español para conversar

De Cali a Barcelona 2 - Agosto

今年の7月に日本で大地震が発生するといううわさが広まっているようです。そのことに関するニュースについて話しました。

にほんごタイム🇯🇵Learn Japanese with Sayuri!

［ニュース］大地震のうわさ

渋沢栄一は「お金」よりも先に「信用」を大切にした人。
フランスで見た社会の仕組み、「論語と算盤」、そして「能く集め能く散ぜよ」。
仕事と人生に効く考え方を、やさしい日本語で読み解きます。
あなたなら「お金」と「信用」、どちらを先に選びますか。

Eiichi Shibusawa valued trust before money—ethics and business, explained in gentle Japanese.

NANA Japanese Listening

渋沢栄一：お金より信用

Behavioral interview questions are a strategic tool used to assess a candidate's fit for a role.  The core principle is that past behavior is a strong predictor of future actions. By prompting candidates to share specific examples (often following the STAR method: Situation, Task, Action, Result), interviewers gain valuable insights into a candidate's:

Skills: Behavioral questions can target specific skills listed in the job description. For instance, "Tell me about a time you had to solve a complex problem with limited resources."

Decision-Making: These questions uncover a candidate's thought process under pressure. An example could be, "Describe a situation where you had to make a difficult decision with incomplete information."

Communication: Exploring past communication challenges reveals a candidate's ability to articulate ideas and navigate conflict. For example, "Tell me about a time you disagreed with a colleague's approach. How did you communicate your perspective?"

Behavioral interviewing helps identify:

Problem-Solving Approach: By asking about past challenges, insight is gained into the candidate's problem-solving methodology.

Work Style: Understanding how a candidate tackled past situations sheds light on their preferred work style (independent, collaborative, etc.).

Company Culture Fit: These questions reveal a candidate's values and work ethic, allowing for an assessment of their alignment with the company culture.

Benefits:

Reduced Bias: Focusing on past actions minimizes the influence of unconscious bias based on appearance or background.

Increased Predictability: Understanding a candidate's past performance in similar situations improves the likelihood of future success in the role.

Deeper Candidate Evaluation: Behavioral questions move beyond a resume, revealing a more complete picture of the candidate.


