第２９４回 Workshop報告（２月１日）

≪FIRST HALF≫

Speaking Fast vs. Slow

Do you prefer a fast or a relaxed pace of conversation? Research suggests that the average response time in a typical conversation is a mere 0.2 seconds after a speaker finishes. This “gap” is incredibly short, often requiring us to process information and prepare a response simultaneously. This speed can create challenges. In fast-paced discussions, it can be hard to “jump in” or find a moment to contribute. On the other hand, an unusually slow pace can sometimes feel tense or make it difficult to gauge what the other person is thinking.

Let’s rethink the ideal tempo for effective communication.

<Questions>

Q1. Are you naturally a fast or slow talker in your native language? Does your speed change when you speak English? If so, why? 

Q2. What are the common stereotypes or “images” associated with each style?

• A fast talker

•A slow talker

Q3. If a colleague asked you for advice on their speaking speed for an upcoming meeting, what would you suggest for the following scenarios?

•An internal meeting with close team members.

•An introductory meeting with new clients or partners.

≪LATTER HALF≫

<Questions>

Beyond the Website: What Makes New Graduates Choose a Company?

I am currently a member of a project team to redesign the recruitment website for the company. For many years, our company did not invest much in hiring. We used to have a well-known “group name” in our company name, and that brand gave candidates a sense of trust. Even without strong recruiting efforts, we could attract decent talent.

However, after an acquisition, our parent company changed, and the famous group name disappeared. Since then, things have changed quickly. In the last two years, we have struggled to hire the same level of graduates as before. Some candidates seem to need much more training, and even when we give offers, more people decline. I felt this was a serious problem, so I strongly suggested that we renew our “Recruitment Website” as a first step.

But I also have a question: is improving the website really the best solution? A polished design may create a better first impression, but candidates do not decide based on design alone. They look for signals they can trust – what employees say, how fair interviews feel, how fast the company responds, and whether the job description matches reality. If the website looks great but the process feels confusing or cold, trust can disappear.

This discussion is going to be an opportunity to share real experiences. What made you choose your company (or the company you want to join)? What signals did you trust, and what felt like marketing? And if you could improve only one thing besides the website to attract, select, and retain better new graduates, what would you change first?

<Questions>

Q1. What made you choose your company (or the company you want to join)?

Supportive questions:

What was the #1 reason? (people / pay / growth / stability / location / brand)

Q2. If you could go back, would you choose the same company again? Why or why not?

Supportive questions:

What did you think was important then, but not now (or the opposite)?

What surprised you after you joined (or after you learned more)?

Q3. What made you trust a company when you were deciding? (website, people, interviews, SNS, reviews, etc.)

Supportive questions:

What made you lose interest or stop applying?

Q4. If you were the hiring person, what is one thing you would change first – other than the website?

Supportive questions:

Which part would you change first: application / interview / internship etc.?

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私たちと一緒に英語コミュニケーション能力を鍛えませんか？

ご興味を持たれた方は、

入会申込フォーム

体験申込みフォーム

よりお申し込みください。お待ちしています！

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