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DISCUSSION QUESTIONS FOR USE WITH

Select the questions that will work best with your students and promote your educational goals.

Table of Contents

Simulating Student Interest Focusing on Empathic Reactions Characterization

Plot Themes, Messages & Ideas Other Literary Elements

Theatrical Devices and Effects Cinematic Devices and Effects Foreign Films

Questions to Stimulate Student Interest -- Get them Talking and Thinking

• Did you learn anything from this movie? If you did, what was it?
• What is the message of this movie? Do you agree or disagree with it?
• Was there something you didn’t understand about the film? What was that?
• What did you like best about the movie? Why?
• What did you like least about the film? Why?
• Who was your favorite character in the movie? Why?
• Who was your least favorite character in the film? Why?
• Did anything that happened in this movie remind you of something that has occurred in your own life or that you have seen occur to others?
• What were you thinking as you finished watching the film?
• Would you recommend this movie to a friend? Explain your reasons.
• What part of the story told by the movie was the most powerful? Why?
• If you had a chance to ask a character in this movie a question, what would it be?
• If you had a chance to ask the screenwriter a question, what would it be?
• If you were writing the screenplay for this movie, would you have changed the ending? Explain your answer.
• What feelings did you share with any of the characters in the movie?
• Did any of the characters in this movie make you angry? Tell us why.
• Did you come to respect any of the characters in this movie? Who was it and why did you come to respect that character?
• If a psychologist were to look at the actions of [select a character] what do you think the psychologist would say about that character? Describe specific statements or actions that you think the psychologist would be interested in and the conclusions that you think the psychologist would draw from those statements or actions.
• If a priest, minister, or rabbi were to look at the actions of [select a character] what do you think the priest, minister, or rabbi would say about them? Describe specific statements or actions that you think the priest, minister or rabbi would be interested in and the conclusions that you think he or she would draw from those statements or actions.
• What comment is the author trying to make about the culture of the characters in this story?

Empathetic Reaction Discussion Questions:

1. In what ways are the characteristics of the protagonist like your own or those of someone you know?

2. In what ways are the characteristics of the antagonist like your own or those of someone you know?

3. Is the problem to be solved in the film that can be seen in the struggle of the protagonist against the antagonist familiar to you in any way? If so, describe the similarities and differences.

4. What details in the setting of the film are similar to the setting in which you live or in various places you have been? What are those similarities and what are the differences?

5. The problems faced by the protagonist sometimes stray from the central conflict in the film. Describe these problems and show how they are familiar to the problems you or someone you know must face.

6. The personal qualities that help the protagonist solve his or her problem are often a part of the lesson to be learned in the film. What are these qualities and where have you seen them in your own experience, either in your own behavior or in behavior of someone you know?

7. Complications come along and make problem solving more difficult. What complications does the film’s protagonist face that are similar to those you may have faced in your various struggles? What are they, and what are their similarities and differences?

8. Depth of feeling is what makes a film worth watching. Of the many feelings expressed in the film, with which are you most familiar?

9. The resolution to the problem in the film can be satisfying or disheartening. Think about how some of your own problems have been resolved; write about a time when the solution was satisfying and write about a time when the solution was disheartening.

10. The resolution of the film teaches a lesson. How can you apply the lesson in the film to your own life?

11. What was the strongest emotion that you felt when watching the film?

12. Which character did you [admire, hate, love, pity] the most? What was it about that character that caused you to have that reaction?

Questions Concerning Characterization

Note: In some of the questions we have used the term “major characters.” Before asking the questions, have the class identify the major characters. In addition, these questions can also be limited to one or more characters.

Characterization is delineated through (1) the character’s thoughts, words, speech patterns, and actions; (2) the narrator’s description; and (3) the thoughts, words, and actions of other characters. When students analyze character, they should be reminded to have these three sources in mind. Adapted from California English-Language Arts Content Standards – Grade 7, Reading 3.3

1. How are the major characters introduced? What does this tell us about what will happen in the story?

2. [Select an action performed by one of the characters. Then ask.] Explain why [name of character] took [describe the action] . What motivated him or her? [You can then ask:] What did this motivation have to do with the theme of the film?

3. The characters must be credible; how they act and what they say must make sense. What aspects of the personalities of the major characters in this story affect their credibility?

4. Is there consistency in the characters throughout the story? Do their actions follow their natures and ring true?

5. What motivates the major characters? Are their motivations or wants explained outright or revealed over time?

6. Subconscious motives are often the most powerful causes of human behavior. Are there any major characters who act on motives of which they are not aware? Describe any unconscious motives of the major characters and explain how these motives affect the actions of those characters.

7. Are there any relationships between various characters, be they friends, lovers, co-workers, or family members, that are important to the story? If so, describe the relationships that you believe contribute to the story and how those relationships advance the action of the story.

8. What motivates the protagonist in his or her struggle against the antagonist?

9. How does the protagonist work against the antagonist? Recount one specific episode in this struggle.

10. What motivates the antagonist to resist or struggle against the protagonist?

11. How does the antagonist resist or struggle against the protagonist? Recount one specific episode in this struggle.

12. In what ways are the characters’ actions driven by the values endorsed or criticized in the story or by ideas presented by the story?

13. What role does the back-story play in explaining the actions of the major characters? Explain your reasoning.

14. Is there any information known to the audience that is being held back from any of the characters? If there is a hesitation in revealing information to characters, describe it and explain how things change once this information becomes known to those characters.

15. Are there any transformations or changes that occur over the course of the story in any of the major characters? For each transformation or change, describe how it comes about and how it relates to the story’s themes or ideas.

16. When you compare and contrast the protagonist and the antagonist, do you find any similarities between them? Describe these similarities and how they relate to the plot and to the values and ideas presented in the story.

17. When you compare and contrast the protagonist and the antagonist, do you find any important differences between them? Describe these differences and how they relate to the plot and to the values and ideas presented in the story.

18. Are there any reversals of roles played by characters or sudden important changes of circumstances through the course of the story? If there are, how do these reversals illuminate character or lead to changes in character?

19. Which aspects of the protagonist’s personality lead to the resolution of the conflict in the story? Describe them and their effect on the resolution.

20. As the story progresses toward a conclusion, internal as well as external conflicts suffered by the major characters are resolved. Select one of the major characters and describe his or her internal and external conflicts. In addition, tell us how the character’s choices lead to a resolution of these conflicts.

This question can be modified by naming the character which is the subject of the question.

21. Some of the names used in this story tell us something about the characters. What do they tell us?

Questions Focusing on Plot

1. The middle of the story presents ascending difficulties, referred to as complications, which increase the tension and the need for a resolution. Describe one of the story’s complications and show how it serves to push the characters toward more intense action.

2. One way to examine plot is to determine what type of conflict it entails. The classic divisions are: (1) person vs. person; (2) person vs. society, (3) person vs. nature, and (4) person vs. self. Often, more than one of these types of conflict occurs in a story. Using this analysis, briefly describe the conflicts in this story and classify it according to the categories set out above.

3. In terms of rising action, climax, and falling action, describe the structure of the plot, stating when the action stops rising and reaches a climax and begins to fall.

4. Often the central problem in a story transcends the characters; these persons are simply the tools used to resolve the problem. In this story, is there a problem that transcends character and how is it manifested?

5. What instability is there early in the story that is resolved and becomes stable by the end?

6. The action in the story must be believable. Detail a particular event or action that causes another event or has an important effect on a character or a relationship between characters. Describe how this event or action moves the story forward.

7. Is there a back-story, and if there is, how does it advance the main plot?

8. What is the key moment in the story, the scene which brings illumination or an “ah-ha” moment?

9. Although incidents in the story usually return to the main conflict, they often reveal a pattern related to the ideas in the story. This pattern causes the viewers to focus sharply on the story itself. What pattern can be seen in the story?

10. How does the progress of the pattern identified in the story reveal change or growth in the characters?

11. What is the moment of climax, the moment of highest tension, when the solution to the problem is now in sight?

12. The film’s denouement establishes a sense of stability. What happens in this section of the story?

Questions About Themes, Messages, and Ideas

1. The significance of the story is determined by the power of its comment on the human condition. What comment is being made in this movie about what it is to be human?

2. The theme of a story is the general idea or insight about life expressed by the author. Theme is a universal and meaningful concept that emerges from the characters’ actions and from the outcomes of conflicts described in the story. Theme is often thought of as the lesson that the author is trying to teach the reader or audience. More than one theme can be included in a work of fiction; however, there is usually one primary theme that ties together all of the elements of a story. Usually, a theme can be expressed in one sentence. What is the primary or central theme of this story? Use one sentence to describe it.

3. Describe any other themes that you see in this story.

[This question is designed to be asked after question #2.]

4. What themes emerge from the back-story and how do they relate to the theme of the main story?

5. Many stories explore important social or political issues. Describe any specific social or political issues that affect the story. How do these issues impact characters and influence theme?

6. What life lessons can be learned from the choices made by the characters in this story?

[This question can be limited to one particular character.]

7. The conclusion of the story suggests a solution to the conflict that can be applied to the human condition in general. What values or principles that inform the actions of the characters can help people resolve their own life’s conflicts?

8. How does the changing consciousness, the developing awareness of the major characters, affect the story and help the audience discover theme? Explain these shifts in thinking.

[Try modifying the question by naming the character or a group of characters.]

9. Although often considered an artistic flaw, a story can be didactic in that it teaches the viewers how to achieve an end presented as worthy. Explain the use of didacticism in this story and evaluate its success in illuminating an important idea.

10. What are the most dramatic issues relevant to our time that have been presented in this story? Describe the presentation of one such issue and show how it relates to the times in which we now live.

11. Stories can be persuasive. Show how the movie attempts to persuade viewers to accept the particular values or principles that the writers intended to promote.

Questions About Other Literary Elements

1. What is the tone or mood of the story?

2. How does the tone help guide the viewers into an empathic reaction to the story? Explain and give examples of both the tone and the empathy felt by the audience.

3. Evaluate the pacing in the story and how it affects other elements of the story such as theme.

4. What elements of irony exist in the story? How do they serve to move the story forward and how do they assist in illuminating the story’s theme?

5. Stories can be told from the following points of view: first person, third person objective, third person limited, and third person omniscient. From whose point of view is the story told? Explain how the chosen point of view affects the way the story is told.

6. Is the point of view from which the story is told the best choice that the storyteller could have made? Argue your point.

7. A symbol in a story is an object, an animal, a person, an action, or an event that stands not only for itself, but also for something else. Symbols are of two types. Conventional symbols have a widely accepted meaning outside of the story. Examples are a nation’s flag, a crucifix, a Star of David, or a nation’s flag. Other conventional symbols reinforce meaning by reference to a culturally shared conception of the object, animal, action, or event. For example, rain is often a symbol of life or fertility. The fact that a story is set in the spring can serve as a symbol for renewed life or purpose. Other symbols have meaning only within the story. These are called contextual symbols. They usually have no special meaning except within the context of the story. Symbols keep their meaning as an object, animal, person or event, but within the story, they also suggest something else. Describe the symbols used in this story, both those that have meaning outside of the story and those which have meaning only within the story. What does each stand for?

[This question can be modified by naming one or several symbols as the subject for analysis.]

8. Evaluate the story’s use of coincidence, if any. Was the audience prepared for the coincidence or was it off the wall and therefore considered a flaw in the story?

9. The conflict in this film is resolved when one of the characters unexpectedly gets very lucky. Did this sudden event ring true or did it make the story seem less credible?

10. The conflict in this film is resolved when one of the characters unexpectedly suffers some very bad luck. Did this sudden event ring true or did it make the story seem less credible?

11. Explain how the use of flashback in the story provides significant information and served to move the action forward.

12. Find examples of both foreshadowing and echoing in the story and indicate how the use of these devices lead to increased coherence.

13. Does the story include elements of allegory? Explain why you think it is an allegory.

14. Is this story a parable? If so, explain why you think it is a parable.

15. The setting of a story includes the time at which the action of the story occurs and the physical location or locations where it occurs. Settings must be recognizable and have a relationship to the meaning of the story. What is the setting of this story and what are the ways in which the setting contributes to the story being told? Could this story be told in any other time or place?

16. When does the expository phase in this story end? By the end of the expository phase, what have we learned about the characters and the conflict?

17. An allusion is a reference to something outside of the story about which the audience will be familiar. Stories often include allusions to historical, scientific or cultural points of interest. Describe an allusion that you noticed in the story and explain its relationship to the story as a whole.

If the story is rich in allusions, increase the number of allusions that the student must discuss. An alternative question would be to briefly describe an allusion from the story and ask students to explain its meaning and relationship to the story as a whole.

18. Did the film resort to the use of gratuitous violence, explicit portrayals of sexual encounters, or excessive profanity? If it did, how did these scenes affect the story told by the movie?

19. Did the film strain to achieve an emotional pitch? Did it exhibit sentimentality for which there was little or no justification? Which scenes? How could this flaw have been remedied?

20. The action in some movies disturbs the unity of the story or confuses the viewers as to the intentions of the filmmakers. Very often these scenes are left on the cutting room floor but sometimes they remain in the film. Have you noticed such a scene in this movie? Is so, describe the scene and explain why you think it disturbs the unity of the story or confuses the viewers.

21. What does the title of the film refer to and how does it relate to the [insert the name of any literary element] of the film?

Questions Concerning Theatrical Devices and Effects

See Introducing Theatrical and Cinematic Technique . Questions 1, 3 and 4 can be asked with respect to an entire movie or limited to an appropriate scene. Question 2 can be asked of a specific character or a specific costume.

1. How do the sets contribute to the mood the filmmakers are trying to establish?

2. How do the costumes contribute to the image the filmmakers are trying to convey?

3. How does acting choice contribute to the story the filmmakers are trying to tell?

4. How do the props contribute to the image the filmmakers are trying to convey?

Questions on Cinematic Devices and Effects

See Introducing Theatrical and Cinematic Technique . Questions 1 – 3 can be asked with respect to an entire movie or an appropriate scene in a movie.

1. Identify one example of each of the following shots and describe how the shot affected the presentation of the story told by the film: close-up, medium shot, and long shot.

2. Identify one instance of each of the following types of shot angles that were used in this film and, for each, describe how the angle affected the presentation of the shot in which it occurs: low-angle, high-angle, eye-level.

3. Identify one instance of each of the following types of transitions from one shot to another that were used by the editors of this film and, for each, describe how the transition affected the presentation of the film: cut, fade, dissolve.

4. What is parallel editing, also called crosscutting, and what is it used for?

5. How did the editing of the film advance the story that the filmmakers were trying to tell? Explain how the editors achieved this effect.

6. What is point of view editing?

7. Describe the difference between long takes and short takes.

[Another way to ask this question is to show the class a short scene and ask the students to identify the short and long takes and discuss their use in the film.]

8. Analyze the use of music in the movie. Did it enhance the story that the filmmakers were trying to tell? How would you have used music in this movie?

9. Analyze the use of sound other than music in the movie. Did it enhance the story that the filmmakers were trying to tell? What sounds, other than music, would you have used to tell the story told by this movie?

10. Give examples from movies you have recently seen of diegetic sound, non-diegetic sound and internal diegetic sound. For each, describe why the scene qualifies as the particular type of movie sound.

11. What is the difference between “low-key lighting” and “high-key lighting” and what are their different uses in film?

12. What is the difference between “side lighting” and “front lighting” and what are their different uses in film?

13. Film is a composition of pictures rather than words, as one would find in a novel. Which specifically framed shots reveal something important to the story line? Describe the shot and explain its contribution to the story.

14. Describe the use of color in the film. Did it advance the emotions the filmmakers were trying to evoke? How would you have used color in the movie?

Additional Questions for Foreign Movies

Questions 1 – 3 may be expanded to more than one thing or aspect depending upon the film and the abilities of the class.

1. Describe one thing that was universal that you learned from the film.

2. Describe one thing that you learned about the culture of the country in which the film was set.

3. Describe one aspect of the artistry of the film.

4. How might a director from [name the country in which the class is held or a country that the class has studied] have approached the subject of the film?

5. How might a director from [name the country in which the class is held or a country that the class has studied] have approached [name one or more aspects of the film] differently? — In the alternatve: How would this story have been told from the point of view of another culture?

6. Is the story of this film unique to [name the culture of the story shown in the film], or could the story of this film have taken place in another country or setting?

Click here for Assignments, Projects, and Activities

Written by Mary RedClay and James Frieden .

9 Thought-Provoking Discussion Questions To Spark Meaningful Conversations About Movies In English

by EFL Listening Teacher | understand English movies | 5 comments

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“So, did you like the movie?”

“Yes”

“So, shall we go get a drink or something…?”

Have you ever had a conversation like that one after coming out of the cinema?

Movies immerse you into the authentic language and culture of English-speaking countries. But, to get the most from watching films, and to connect in English with others, you need to talk about what you watch.

If you want to have deep discussions, you’ll need some thought-provoking discussion questions, like the ones you’ll discover in this post. No more asking yes-no questions and then running out of things to say.

You can use these questions by yourself. For example, you can write about them in your journal . Or you could record yourself answering them in the dictation app on your smartphone.

Otherwise, you could chat with a teacher or classmate about them to practise your English conversation skills.

You’ll find questions to make you think as well as questions to help you develop your English. So let’s get into it so you can start having meaningful discussions in English about the films you’re watching.

#1 How would you describe the main character and/or your favourite character(s)? And how does this compare with others people’s descriptions?

This is a great question to help you practice using the language of descriptions. But I encourage you to go a lot deeper that a physical description of the character.

You can describe how they move, how they interact with others, their personality, their fears, their deepest desires. Try to describe this person and their motivations in as much detail as possible.

Getting under the character’s skin is a great way to understand them better and develop empathy for them, even if you have a hard time understanding some their behaviour.

You can also compare your description of this character with other people for an insightful discussion.

• Do they see this character in the same way? As a victim, a bully, someone misunderstood, someone complicated etc.
• Or do they have a completely different interpretation of this person?

#2 If you could speak to the screenwriter/director, what would you ask?

What questions do you have about the screenplay, the story, the characters and other choices the screenwriter and director made?

• Are there sections of the movie you would remove? Are there parts you would add?
• Did you not understand a part of the movie, like the ending?
• Are there characters you felt deserved more screen time? Or less?

Think of all the things that bothered you about the movie. And maybe some things you liked. And then decide what questions you would ask.

Even if you probably won’t be able to speak to the screenwriter or director, you could try to imagine their response.

Or, you can turn this into a listening or reading activity. You could look for interviews with the director on YouTube, on podcasts or in movie magazines or websites.

Perhaps you’ll find answers to your questions there. Perhaps journalists and movie fans have also asked similar questions. Or completely different ones. In any case, you’ll get a new perspective on the film this way.

#3 What are the themes of this movie?

So here you’re going deeper than the story of the movie. You want to dig deep into the big themes and also the sub themes of the movie. When you take a step back, ask yourself – what is this movie asking us to explore about the human condition?

As part of Movie Club , we watched the 2009 Clint Eastwood Movie “Gran Torino” . One of the big themes of this movie is racism.

But another thread running through the film is masculinity.

• What does it mean to be a man?
• Which “men” in the movie are considered not masculine enough and why?
• Who defines masculinity in this Detroit neighbourhood where demographics are changing?

It can be interesting to explore the various themes and how they interact with each other. You can also compare this movie with others that explore the same themes. How are they similar or different? What is their particular approach to the theme? Which movie deals with it better? And why?

#4 What’s the message of the movie?

Again, to answer this question, you’ll need to go deeper than summarising the story or describing the movie. What did this movie leave you with? What is the message about the human condition that it touches on?

There is no one right answer to this question and that’s what makes it excellent for sparking discussion.

Other people may have different interpretations and that’s something you can discuss. There may also be multiple messages that this movie sends and people might classify them differently too.

Once again, you can compare movies with a similar message and look at how the approach it in similar or different ways.

#5 How did this movie make you feel?

This can help with some of the other questions as we can’t always explain our analysis with reasoning or logic. Often it comes down to what this movie made us feel – moved, frustrated, humbled, scared, confused, angry, outraged, delighted, surprised and more.

• So how did you feel as you watched it?
• What about afterwards?
• Did you expect to feel a certain way? If so, did your expectations and your actual feelings match up or not?
• How do your feelings compare with those of others? Did they feel them same way? Were you surprised but how the movie made them feel?

#6 What star rating would you give this movie? What review would you write? How does this compare with other published reviews?

This is a great question to play with if you’re working on your own and practising your writing skills. You can decide on your own rating and write a short review and then check out the reviews of fans and critics on sites like IMDb or Rotten Tomatoes .

Were the reviews of the movie generally positive or negative? What about at the time compared to now? Some movies are misunderstood on their release, but then become classics in the years that follow as new audiences discover them.

Here are a couple of examples:

Blade Runner  didn’t do well on its release in 1982 and the critics disagreed about it. But in the years that followed it became a cult classic. And it’s now regarded as one of the greatest science fiction films of all time.

The Princess Bride was well-received by critics on its release, but didn’t do so well in cinemas. Again, over time, it became a cult classic.

#7 Which character did you identify with the most/the least? Why?

This is another great question to ask a group or a partner . It can be interesting to see how people’s background, culture, assumptions, preferences affect their answers.

It’s no doubt easier to identify with a character that resembles you in some way. It might be easier for you to relate to the characters if people from your background have a lot of representation on screen (white, male, young etc).

If the movie is set in a different time and place, then it might be trickier to relate to the characters when we look at them through a modern lens. But some themes, characters, experiences, transcend time and space.

#8 Has this movie aged well? Would it get made today?

We live in rapidly changing times. And our societies are going through a reckoning to do with sexism, racism, ableism, fatphobia, homophobia and transphobia.

You may have noticed that even certain recent movies and TV series are out of step with some of these rapidly changing attitudes.

We watched “Love Actually” as part of the Movie Club and we were shocked by the casual fat-shaming of one of the characters, as well as many other problems. 

The messages of certain movies may be timeless. But even so, the films may be in need of an update. We have watched some beautiful period dramas recently, but these movies are very white.

Now, you may argue that this is an issue of historical accuracy. Yet, Netflix period drama hit Bridgerton is set in the early 1800s, but in an alternate history where London is racially intergrated. That means they were able to cast black actor Regé Jean-Page to play Simon Bassett, Duke of Hastings.

#9 Did anything in this movie remind you of something that has happened in your own life or in the lives of others?

Movie are supposed to be fiction, but sometimes as we say “the truth is stranger than fiction”. Perhaps you relate well to a particular film because you’ve been through something similar in your life. In which case, did the movie do a good job of conveying that experience? Why or why not?

Sometimes though, even if we’ve never experienced the same things as the characters, a good movie draws us in. And good character develop enables us to empathise with them, and feel with them. Which is why we end up experiencing the same emotions as the characters when we watch!

Want to talk about movies and connect with film lovers from around the world?

“Movie Club” is a supportive and friendly community of movie lovers where you can learn and practice your English in a safe space. The club opens for enrolment three times a year. The next round, May to July, will open in April to new members. Find out more and join us. 

Great post Cara! Watching movies and TV shows became one of my favorite things to do during the pandemic. Your post reminded me of my conversations with my wife about the movies we watch. I always like to trigger conversations with one question:

-What would you do if you were [a character from the movie] when [A specific event of the movie] happened?

I know it’s a little lame, but I think it’s fun when you imagine yourself being the hero or the villain of the movie lol.

Besides, it’s amazing to see how a single question can trigger long conversations, we’ve even talked about deep matters after movies.

That’s such a great question Diego, I’ll have to add it to the list. Thanks! Almost all we talk about are deep subjects after watching the movie, even if the movie itself wasn’t necessarily serious. An example – fat shaming in “Love Actually”!

Yep, that’s the way to enjoy a movie, a good conversation afterward, instead of passively watching it and then forget about it.

Absolutely. I watched mamma mia 2 last night, and I felt it hit me harder than it did the first time I watched it. I think being able to discuss a movie after watching it is a good thing rather than just passively watching it.

In the movie Possession starring Sarah Gellar made 2008. Did the brothers have matching tatoos

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20 Must-Ask Film Director Interview Questions – An Insider’s Guide

As a filmmaker, journalist, or film enthusiast, interviewing a talented director can provide invaluable insights into the creative process behind bringing stories to life on the big screen.

In this comprehensive guide, we’ve curated 20 insightful interview questions that delve into the heart of a film director’s craft. From exploring their sources of inspiration and creative development processes to understanding their storytelling techniques and overcoming challenges, these questions aim to elicit thoughtful and revealing responses that will enrich your understanding of the art of filmmaking.

Table of Contents

Questions about the Director’s Inspiration and Creative Process

Unlocking the wellspring of creativity that fuels a filmmaker’s vision is essential to understanding their artistic journey. These questions explore the director’s motivations, ideation processes, and collaborative approaches, shedding light on the foundations of their creative endeavors.

Questions about the Director’s Artistic Vision and Storytelling Approach

Questions about the director’s filmmaking techniques.

Filmmaking is a complex art form that requires a deep understanding of various technical aspects, from capturing captivating visuals to crafting a cohesive narrative through editing and pacing. These questions uncover the director’s strategies and techniques for creating a visually stunning and engaging cinematic experience.

Questions about the Director’s Influences and Inspirations

Questions about the director’s challenges and lessons learned.

Filmmaking is a challenging and ever-evolving art form, and even the most accomplished directors face obstacles and setbacks. These questions delve into the challenges the director has faced, how they navigate creative differences, and the valuable lessons they’ve learned throughout their career, offering insights into their resilience and growth as artists.

Questions about the Director’s Future Projects and Goals

While reflecting on a director’s past achievements and creative processes is invaluable, it’s also essential to understand their aspirations and future endeavors. These questions explore the director’s upcoming projects, genres or themes they wish to explore, and their long-term goals and ambitions within the film industry.

Conducting a comprehensive and thoughtful interview with a film director is an art form in itself. By asking insightful questions that explore their creative processes, artistic visions, technical approaches, influences, challenges, and future aspirations, you can gain a deeper understanding of the minds behind some of the most captivating and influential cinematic works.

Remember, the key to a successful interview lies in your ability to listen actively, ask follow-up questions, and create an environment where the director feels comfortable sharing their authentic perspectives and experiences.

Frequently Asked Questions

How do you prepare for a film director interview.

To prepare for a film director interview, research the director’s body of work, creative inspirations, and any published interviews or profiles. Prepare insightful questions that go beyond surface-level topics and aim to uncover their unique perspectives, techniques, and artistic philosophies. Additionally, familiarize yourself with filmmaking terminology and concepts to engage in a more meaningful conversation.

What questions would you ask a director in an interview?

How do i prepare for a director level interview, what questions should i ask in a movie interview, what skills does a film director need, what are the basic things of a film director, what is the best question to ask a director.

One of the best questions to ask a film director is: “How would you describe your directorial style and artistic voice?” This question allows the director to delve into their unique creative approach, visual aesthetics, storytelling techniques, and the themes or messages they aim to explore through their films. It can reveal their artistic sensibilities and provide insights into the distinctiveness of their work.

Why should we hire you as a director?

What two main questions should a director ask themselves, leave a comment cancel reply.

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Top 10 Film Interview Questions and Answers

Aspiring actors and filmmakers are often required to endure the gauntlet of interviews in the entertainment industry. It can be an intimidating process, but it’s essential to put your best foot forward. Here are the top 10 film interview questions and answers to help you navigate the process.

1. Tell us about yourself.

Use this opportunity to highlight your achievements and experiences relevant to the film industry. Be concise and tailored to the role you’re applying for.

2. What was your inspiration for becoming an actor/director/producer?

This question helps to gauge your passion for the craft. Discuss a moment, experience or influence that inspired you and drives your motivation.

3. What sets you apart from other actors/directors/producers?

Highlight your accomplishments, unique skills or talents, and your unique perspective on storytelling. Show your enthusiasm and dedication towards the craft.

4. What is your favorite movie(s)?

Your taste in movies can reveal your filmmaking style and sensibilities. Highlight films that have been an influence on you and show how they inform your work.

5. What are your strengths and weaknesses as an actor/director/producer?

Don’t be afraid to admit your weaknesses while highlighting your strengths. Be specific about areas you’ve been successful in and areas where you need to improve.

6. Can you describe your process for preparing for a role/shooting a film?

Showcasing your methodology for approaching a role or project can demonstrate your professionalism and creativity.

7. How would you handle a difficult co-worker/actor/director?

Conflict resolution skills are essential in the film industry, and this question seeks to understand how you would approach and address any conflicts that may arise.

8. What is your proudest accomplishment as an actor/director/producer?

Discussing a significant achievement or accomplishment can highlight your past successes and demonstrate your potential for success in the future.

9. Can you discuss a time when you had to take creative risks?

Showcasing your willingness to take risks and challenge yourself creatively can demonstrate your dedication and passion for the craft.

10. What are your future career goals?

It’s essential to clarify your future goals and aspirations. Whether it’s directing your first feature film or winning an Oscar, showcasing what you hope to achieve shows your ambition and drive.

By preparing for these questions, you can confidently navigate the interview process and showcase your passion and creativity. Remember, being yourself and letting your personality shine is essential in the entertainment industry.

How to Prepare for Film Interview

Interviews can be nerve-wracking, but with the right preparation, you can handle them like a pro. Here are some tips to help you prepare for your film interview:

Research your interviewers

• It's important to know who you're talking to so that you can tailor your answers to their interests.
• Look up their names and roles within the company or publication.
• Check their social media profiles to get a sense of their personality and interests.

Know the production

• Research the project you're being interviewed for to show your enthusiasm.
• Watch trailers or clips to get a sense of the tone and style.
• Research the director, writer, and actors involved to show that you're invested in the project as a whole.

Practice your answers

• Prepare answers to common questions ahead of time.
• Practice your delivery and timing.
• Record yourself and watch the footage to see how you come across.

Prepare questions

• Interviews go both ways, so prepare a few questions to ask your interviewers.
• Ask them about their experiences on other projects or their thoughts on the industry. This shows that you're interested in them and their perspective.

Dress the part

• Dress professionally and appropriately for the project you're being interviewed for.
• Nail the basics, like combing your hair, wearing clean clothes, and good hygiene; it may seem simple, but it can make all the difference.

Final thoughts

Remember to take a deep breath and trust in yourself. Be confident in what you know, keep an open mind, and be yourself. With these tips, you’ll be well on your way to a successful film interview.

Common Interview Mistake

Oversharing or providing tmi.

Oversharing personal details or non-relevant information can distract from the conversation and may seem unprofessional. Keep the conversation focused on your qualifications and suitability for the role.

Movie Reviews

Tv/streaming, collections, chaz's journal, great movies, contributors, the interview.

Now streaming on:

After months of controversy and now a limited release in arthouse theaters and through VOD, “The Interview” is nothing new, but it looks great. Its widescreen visuals are James Bond/" Mission: Impossible " chrome-plated sleekness. The camera glides, shakes and catches the occasional wispy anamorphic lens flare as characters flit through control rooms, conference rooms, hotel suites and grand chambers. You expect Kanye West and some X-Men to show up. It’s the visual approach filmmakers like Edgar Wright and various cohorts of this film’s star, Seth Rogen (including its co-director, Evan Goldberg ), spent the past decade indulging, to give their flouncy bromantic comedies the sizzle and swagger of a good action-adventure. To make it worth the trouble (and expense), you need more than just a tight story and vivid characters. You need performers who play it without a wink. Rogen’s co-lead, James Franco , takes a break from winking roughly one third of the time.

Late in the film there’s a ludicrous, emotional scene between Franco’s character, an American news personality-jackass, and North Korean dictator Kim Jong-un ( Randall Park ), that reminds us what Franco can do when he gets serious and subtle. His palpable sorrow almost makes the weak East-West jokes pop. Early in the film, and for much of it, he is simply trying too hard. Imagine James Dean aiming for Will Ferrell speed and pitch. In Franco’s relentless hyperactivity I sense immense fear, of not supplying enough energy to this gargantuan film, of not giving Rogen enough to volley back. It’s as misguided as Leonardo DiCaprio ’s yelping lizard in “ The Wolf of Wall Street .”

Seth Rogen, on the other hand, hangs out. The credits list him as a co-director and producer, but he wears none of the presumable stress of those duties in his performance. His naturalness serves the chatterbox dialogue a lot better than Franco’s general muppet approach.

Franco’s manic newsman convinces his longtime producer (Rogen) to seek an interview with Kim Jong-un after learning that their talk show is the supreme leader’s favorite. Before they can seal the deal, the CIA recruits them to poison Kim during their North Korea visit. Trouble is, Kim ends up showing a human side very different from the West’s image of an infantile, eccentric tyrant. Could Kim be, deep down, just a cool geek, an American slacker at heart?

I didn’t laugh once, but there were several lines that, in context, got a wide fool-grin out of me. Here are a few:

“She’s not honeypotting you and I’m not honeydicking him.”

“A tiger has night vision goggles?”

“Welcome to the jungle, baby, welcome to the jungle. Na na na knees.”

“ McConaughey goat f--k!”

A few other smirky lines related to the coming-out of a famous rapper* on Franco’s trashy TV show prepare us for an average of one homosexual panic and/or homoerotic joke per scene--standard ratio for the Rogen genre. (*The rapper’s deadpan actually saves the confession scene from Franco’s Jiminy Glick-wannabe preening.)

Opportunities at rich satire flatten out into “Hangover” dude-dope-doodoo jokes, where the premise is that there’s nothing funnier than watching over-privileged grown men act out middle school id worldwide, except for the spectacle of foreigners catching the Ugly American bug, too. “They hate us cuz they ain’t us” is Rogen’s dismissal of his show’s critics, and that philosophy extends to this film’s worldview. Those that don’t hate “us” are simply in awe, like the adorable North Korean official ( Diana Bang ) who can’t keep her hands off Rogen. She is liberated in his bed and, later, at his side, gunning down her countrymen. But, again, that’s nothing new. Everybody from Hope & Crosby to Eddie “Golden Child” Murphy to Ben “ Tropic Thunder ” Stiller have used the world’s exotic locales to riff on American insularity without challenging it. Cute, but the question is, when will this formula get as old to popular filmmakers as it is to those of us who sense the complacency it encourages in a world that churns blithe dehumanization into the stuff dictators and profiteers thrive on?

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The Interview (2014)

Rated R pervasive language, crude and sexual humor, nudity, some drug use and bloody violence

112 minutes

James Franco as Dave Skylark

Seth Rogen as Aaron Rapaport

Lizzy Caplan as Agent Lacey

Randall Park as Kim Jung-Un

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45 Film Director Interview Questions to Ask

Interviewing a film director can be a good opportunity to learn more about the art of filmmaking. By asking the right film director interview questions, you can gain valuable insight into what it takes to become a successful director and what challenges you may face along the way.

Film directors are responsible for the overall visual look and feel of a film. They oversee all creative aspects of production, from pre-production planning to post-production editing. They work with producers, writers, actors, and other crew members to create a cohesive film that accurately tells the story they want to tell.

Be sure to ask about their experience, favorite films, and what they think makes a good movie. You can also ask about their directing style and how they usually get feedback from their actors . Directors will often have funny or memorable stories about their work, so be sure to ask about that as well. Finally, ask about their plans for the future and what advice they would give to someone who wants to become a director.

Table of Contents

Common Film Director Interview Questions

How did you become a director?

What was your first job as a filmmaker?

What kind of music do you listen to when you work?

What would your life be like without filmmaking?

Who has been the most important person in your life?

What are some of your favorite movies?

What is the best piece of advice you’ve ever received in your career?

Describe a movie that changed your life?

What do you think are the most important things for a director to have?

What would you want your last film to be called?

Do you think there are enough opportunities for people with limited experience in the industry?

If you could be any actor, who would it be?

What was the last movie you saw?

What is the best advice you’ve received?

What do you think are the most important elements of a good film?

What do you think are the most important skills for a director?

What is your favorite genre of film?

Do you have any hobbies?

Tell me about your first short film?

Tell me about your first feature?

Tell me about your first television appearance?

How do you develop a story?

How do you choose which projects to work on?

What is your creative process like?

What kind of feedback do you usually get from your actors?

Do you have any funny or memorable stories about directing?

Do you have any other comments or insights about directing?

What kind of films have you directed?

What is your favorite scene in a film? Why?

Interview Questions About Film/ Movie

How did you come up with the idea for this film?

What inspired you to make this film?

Who did you cast in your movie?

What was it like working with the actors in your film?

What was the most challenging aspect of directing this film?

What is your favorite place to shoot?

What are you most proud of about your film?

What do you think about the plot of your film?

About Future

What are you working on next?

What do you think the future of filmmaking will be like in the next ten years?

What do you think about new technology in filmmaking?

Do you have any advice for someone who wants to become a director?

Closing Questions

Do you have any advice for aspiring filmmakers?

Do you have any final comments or insights about directing that we didn’t cover?

Is there anything else you would like to share with us?

You can ask the director about their experience, favorite films, and what they think makes a good movie.

Leave a Comment Cancel reply

25 Film Director Interview Questions and Answers

Learn what skills and qualities interviewers are looking for from a film director, what questions you can expect, and how you should go about answering them.

A film director is the person responsible for the creative and technical aspects of a film, including directing the cast and crew, developing the script, and overseeing the post-production process. Film directors are often the public face of a film, and they typically work long hours on tight deadlines.

If you’re looking to become a film director, you’ll likely need to go through a few job interviews. To help you prepare, we’ve put together a list of common film director interview questions and answers.

• Are you familiar with the latest filmmaking technology?
• What are some of your favorite movies and why?
• How would you describe your directing style?
• What is your experience with working with actors?
• Provide an example of a time when you had to manage a difficult production issue.
• If you were given a $10 million budget, what would be your ideal film project?
• What would you do if you felt that your vision wasn’t being accurately represented by the cinematographer?
• How well do you handle stress on set?
• Do you have any experience working with a large crew?
• When is it appropriate to ask an actor to redo a take?
• We want to create a unique visual style for our film. How would you approach this?
• Describe your process for preparing for a day of shooting.
• What makes you stand out from other directors?
• Which filmmaking techniques are you most comfortable using?
• What do you think is the most important aspect of directing?
• How often do you watch your own work to evaluate and improve your directing skills?
• There is a conflict between you and the producer about how to shoot a scene. What do you do?
• How do you ensure that all the elements of a scene work together?
• What kind of feedback do you provide to your actors during takes?
• Describe how you would handle a situation where an actor is not following your instructions.
• Do you prefer working with digital or film cameras?
• What techniques do you use to keep production on schedule and budget?
• Are there any particular genres of films you are most experienced in directing?
• How have you incorporated improvisation into your directing style?
• What do you think is the key to creating successful visuals for a film?

1. Are you familiar with the latest filmmaking technology?

The interviewer may ask this question to see if you are up-to-date with the latest technology in your field. This can be an important skill for a film director, as they need to know how to use new equipment and software that helps them create films more efficiently. To answer this question, you can list some of the most recent technologies you’ve used or explain why you would learn these new technologies quickly.

Example: “Yes, I am very familiar with the latest filmmaking technology. I have been a film director for over 10 years and have kept up to date on all the new advancements in the industry. In my previous positions, I have used digital cameras, motion capture systems, 3D animation software, and other tools to create high-quality films. I understand how to use these technologies effectively to produce the best results.

I also stay current on trends in the industry by attending workshops and conferences. By doing this, I have learned about the newest techniques and equipment available to filmmakers. This knowledge has enabled me to make informed decisions when selecting the right technology for each project.”

2. What are some of your favorite movies and why?

This question is a great way to see how much you know about film and the industry. It also gives employers an idea of your taste in movies, which can be helpful when they’re trying to decide whether or not you’d be a good fit for their company. When answering this question, try to pick films that are relevant to the position you’re applying for.

Example: “My favorite movies are those that have a strong narrative, compelling characters, and beautiful cinematography. I love films like The Godfather and The Shawshank Redemption because they tell powerful stories with complex characters and stunning visuals. They also feature great performances by the actors and actresses involved.

I’m also drawn to films that challenge me as an audience member and push boundaries. Films like Inception and Eternal Sunshine of the Spotless Mind make me think about the world in new ways and explore ideas that I hadn’t considered before.”

3. How would you describe your directing style?

This question can help the interviewer understand how you would approach a project and what your goals are for the film. Your answer should include examples of how you have directed in the past, including any specific techniques or methods that you use to achieve your desired results.

Example: “My directing style is a combination of creative vision and technical skill. I strive to create visually stunning films that tell compelling stories, while also paying attention to the details necessary for a successful production. My approach involves working closely with my team to ensure that everyone is on the same page and that we are all striving towards the same goal.

I believe in collaboration and open communication between myself and my cast and crew. I take into account their ideas and opinions when making decisions, as I know that they have valuable insights to offer. At the same time, I am confident in my own abilities and make sure that my vision is realized.”

4. What is your experience with working with actors?

Directors often work with actors to help them develop their characters and create a script. An interviewer may ask this question to learn more about your experience working with people in general, as well as how you communicate with others. Use examples from past experiences to show that you can collaborate with others and encourage creativity.

Example: “I have extensive experience working with actors. I have worked on a variety of projects, ranging from independent films to major studio productions. My approach is to create an environment where the actor feels comfortable and can give their best performance. I take the time to get to know each actor individually so that I can better understand how they work and what motivates them. I also make sure to provide clear direction and feedback throughout the process. I believe this helps build trust between myself and the actor, which in turn leads to more successful performances.”

5. Provide an example of a time when you had to manage a difficult production issue.

The interviewer may ask this question to learn more about your problem-solving skills and how you handle challenges. Use examples from past experiences where you had to solve a problem quickly, communicated with the team and resolved the issue successfully.

Example: “I recently had to manage a difficult production issue while directing a feature film. We were in the middle of shooting an important scene when one of our lead actors suddenly became ill and was unable to continue. This posed a huge problem as we had already invested significant time and resources into this particular scene.

To resolve the situation, I quickly assessed the available options and decided that it would be best to recast the role with another actor who could match the original’s performance. I worked closely with the casting director to find a suitable replacement and managed to secure a new actor within 24 hours. This allowed us to keep the production on track and finish the scene without any further delays or complications.”

6. If you were given a $10 million budget, what would be your ideal film project?

This question is a great way to see how the candidate would use their creativity and imagination in an ideal situation. It also shows you what they consider important when making decisions about film projects.

Example: “If I were given a $10 million budget, my ideal film project would be an epic drama that explores the human condition. It would have a strong narrative arc and compelling characters with complex relationships. The story would focus on themes of love, loss, redemption, and hope.

I would strive to create a visually stunning experience for viewers by utilizing innovative cinematography techniques and employing talented actors and crew members who can bring the script to life. My goal is to make a movie that will stay with audiences long after they leave the theater.

I am confident in my ability to deliver a high-quality product within the allotted budget. With my expertise as a Film Director, I know how to maximize resources while still creating an impactful cinematic experience. I am passionate about making films that move people emotionally and intellectually, and I believe this project would do just that.”

7. What would you do if you felt that your vision wasn’t being accurately represented by the cinematographer?

The cinematographer is the person who controls the camera and lighting, so it’s important that they understand your vision. If you feel like this isn’t happening, you should be able to explain how you would handle the situation in a professional manner.

Example: “If I felt that my vision wasn’t being accurately represented by the cinematographer, I would first try to communicate with them directly. I believe in open dialogue and collaboration between all members of a production team, so it is important for me to be able to discuss any issues or concerns openly. If this did not resolve the issue, then I would look into other options such as bringing on another cinematographer who could better capture my vision. Ultimately, I want to ensure that the final product reflects my creative intent and meets the highest standards of quality.”

8. How well do you handle stress on set?

Film sets can be high-pressure environments, and employers want to make sure you’re able to handle the stress of production. In your answer, explain how you manage stress in a way that doesn’t negatively impact your work or relationships with others on set.

Example: “I understand that working on a film set can be stressful, especially when deadlines are tight. However, I have developed effective strategies to handle stress in these situations. First and foremost, I remain organized and plan ahead as much as possible. This helps me stay on top of my tasks and anticipate any potential issues before they arise. Secondly, I always make sure to communicate clearly with the crew so everyone is on the same page and expectations are clear. Finally, I take time for myself during breaks or lunch to relax and reset. This allows me to come back to work feeling refreshed and ready to tackle whatever comes my way.”

9. Do you have any experience working with a large crew?

The size of a film crew can vary depending on the project, but it’s common for directors to work with large crews. Interviewers may ask this question to learn more about your experience working in a team setting and how you manage multiple people at once. In your answer, try to explain what your process is for communicating with a large group of people and getting everyone on the same page.

Example: “Yes, I have extensive experience working with large crews. In my previous role as a Film Director, I was responsible for managing a crew of up to 30 people on set at any given time. During this time, I developed strong leadership and communication skills that enabled me to effectively manage the team and ensure all tasks were completed in a timely manner.

I also understand the importance of creating an environment where everyone feels comfortable and respected. To achieve this, I take the time to get to know each member of the crew individually and make sure they feel supported throughout the production process. This has allowed us to work together harmoniously and efficiently to create successful projects.”

10. When is it appropriate to ask an actor to redo a take?

This question can help the interviewer determine how you handle conflict and make decisions on set. Use your answer to highlight your communication skills, problem-solving abilities and leadership qualities.

Example: “When it comes to directing a film, I believe that communication and collaboration are key. Asking an actor to redo a take is something that should be done with respect and tact. It’s important to remember that the actors have put in time and effort into their performance and they deserve to be treated with courtesy.

I think it’s appropriate to ask an actor to redo a take when you feel like there is room for improvement or if the scene could benefit from another angle or approach. In these cases, I would explain my reasoning to the actor so that they understand why I am asking them to do another take. This way, they can make adjustments accordingly and we can work together to create the best possible outcome.”

11. We want to create a unique visual style for our film. How would you approach this?

This question is an opportunity to show your creativity and problem-solving skills. You can answer this question by describing how you would approach the project, what steps you would take and what tools you would use.

Example: “Creating a unique visual style for a film is an important part of the filmmaking process. As a Film Director, I understand that visuals are key to telling a story and creating an emotional connection with viewers. My approach would be to first get to know the script and characters in order to develop a vision for the film. Then, I would collaborate with my team to come up with ideas on how to bring this vision to life through cinematography, lighting, production design, and other elements.

I believe it’s essential to have a strong understanding of the technical aspects of filmmaking in order to create a unique visual style. I am well-versed in camera angles, lenses, lighting techniques, color theory, and more. I also have experience working with various post-production software programs like Adobe Premiere Pro and Final Cut Pro. With my knowledge and experience, I can ensure that our film has a distinct look and feel.”

12. Describe your process for preparing for a day of shooting.

The interviewer may ask you this question to understand how organized you are and how well you can manage your time. Your answer should include a step-by-step process for preparing for the day’s shoot, including when you arrive at the set and what you do before filming begins.

Example: “When it comes to preparing for a day of shooting, I believe in being as organized and efficient as possible. My process starts with breaking down the script and creating a detailed shot list that outlines every scene and shot we will be filming. This helps me plan out the day’s schedule and make sure everything is accounted for.

Once the shot list is complete, I then move on to scouting locations and making sure all necessary equipment is available. I also like to have meetings with my crew beforehand to discuss any potential issues or questions they may have about the upcoming shoot. Finally, I review the shot list one last time before heading to set to ensure everyone is on the same page.”

13. What makes you stand out from other directors?

This question is a great way for the interviewer to learn more about your unique skills and talents. It’s important to highlight what makes you special, but it’s also helpful to mention how those qualities can benefit the production team.

Example: “I believe my experience and skill set make me stand out from other directors. I have over 10 years of directing experience in both feature films and television series, giving me a unique perspective on storytelling. My ability to collaborate with writers, producers, actors, and crew members has allowed me to create projects that are visually stunning and emotionally resonant.

I also bring an innovative approach to filmmaking. I’m constantly looking for new ways to tell stories and push the boundaries of what’s possible. I’m not afraid to take risks and experiment with different techniques and technologies. This helps keep my work fresh and exciting.”

14. Which filmmaking techniques are you most comfortable using?

This question can help the interviewer determine your level of experience in film directing. It can also show them which techniques you prefer to use and how comfortable you are with using different filming styles. When answering this question, it can be helpful to mention a few filmmaking techniques that you’re familiar with and explain why you feel more comfortable using those techniques over others.

Example: “I am most comfortable using a variety of filmmaking techniques, depending on the project. I have extensive experience with both traditional and digital methods. For example, I have used hand-held cameras to capture dynamic shots in action films, as well as steadycam rigs for more subtle movements in dramas. I also have experience with green screen technology and visual effects, allowing me to create unique visuals that bring stories to life.

Additionally, I am familiar with various lighting techniques, such as three-point lighting and low key lighting, which can be used to create atmosphere and mood. Finally, I am adept at editing software, enabling me to make creative decisions quickly and efficiently during post-production.”

15. What do you think is the most important aspect of directing?

This question is an opportunity to show your knowledge of the film industry and how you can contribute to a team. Your answer should include what you think is most important about directing, as well as why it’s so vital to the success of a film.

Example: “When it comes to directing, I believe the most important aspect is storytelling. As a director, my job is to bring a story to life and ensure that the audience can connect with it on an emotional level. To do this effectively, I need to be able to understand the characters and their motivations, as well as how they interact with each other. This means having a strong understanding of the script and being able to interpret its meaning in order to create an engaging narrative.

I also think it’s important for a director to have good communication skills. Being able to clearly communicate your vision to the cast and crew is essential in order to achieve the desired results. It’s also important to be able to make decisions quickly and efficiently, while still taking into account everyone’s input. Finally, I believe a director should be open to collaboration and willing to take risks in order to push the boundaries of what’s possible.”

16. How often do you watch your own work to evaluate and improve your directing skills?

This question can help the interviewer understand how much you value your own work and how often you’re willing to watch it. It also helps them see if you have a critical eye for your own work, which is an important skill for any director. When answering this question, be honest about whether or not you’ve watched your own work in the past and what you learned from doing so.

Example: “I watch my own work often to evaluate and improve my directing skills. I believe that it is important to be able to reflect on your own work in order to identify areas of improvement, as well as areas where you have been successful. After each project I take the time to review the footage and make notes about what worked and what could be improved upon. This helps me to stay up-to-date with industry trends and techniques, while also allowing me to refine my own style.

In addition, I am always open to constructive criticism from colleagues and peers. Receiving feedback can help me to further develop my skills and gain a better understanding of how others perceive my work. By taking all of this into account, I am constantly striving to become a better director.”

17. There is a conflict between you and the producer about how to shoot a scene. What do you do?

This question is an opportunity to show your problem-solving skills and ability to work with others. Your answer should include a specific example of how you resolved the conflict, what steps you took to solve it and what the outcome was.

Example: “When I’m faced with a conflict between myself and the producer, my first priority is to ensure that we are both on the same page. I like to start by having an open dialogue about our respective points of view and try to come to a mutual understanding. By listening to each other’s ideas and perspectives, we can often find common ground and reach a compromise.

If we still cannot agree, then I will take into account the opinions of the rest of the crew and cast, as well as any potential budget or time constraints. Ultimately, if it comes down to me making the final decision, I will do so based on what I believe is best for the project overall. I understand that filmmaking is a collaborative process, so I always strive to make sure everyone involved feels heard and respected.”

18. How do you ensure that all the elements of a scene work together?

This question can help the interviewer understand how you plan and execute a scene. Use examples from your experience to explain how you ensure that all elements of a scene work together, including props, costumes, lighting and sound.

Example: “When creating a scene, I strive to ensure that all elements work together in harmony. To do this, I start by considering the overall vision for the scene and how each element will contribute to it. Then, I make sure to collaborate with my team of actors, cinematographers, production designers, and other crew members to ensure that everyone is on the same page.

I also take into account the technical aspects of the scene such as lighting, sound design, camera angles, and editing. By understanding these details, I can create an environment that allows each element to shine through and come together seamlessly. Finally, I use feedback from the cast and crew to refine the scene until it reaches its full potential.”

19. What kind of feedback do you provide to your actors during takes?

Directors often need to give feedback to their actors during takes. This question helps the interviewer understand how you provide constructive criticism and help your actors improve their performance. Use examples from past experiences where you helped an actor develop a specific skill or improved their overall performance on set.

Example: “When it comes to providing feedback to my actors during takes, I believe in a collaborative approach. I like to create an atmosphere of trust and openness so that my actors feel comfortable taking risks and exploring their characters. I always start by giving positive reinforcement and encouragement. This helps build confidence and allows the actor to take more chances with their performance. Then I provide constructive criticism and direction on how they can adjust their performance to better suit the scene. Finally, I give them specific notes on what worked well and what could be improved upon for future takes.”

20. Describe how you would handle a situation where an actor is not following your instructions.

Directors often have to manage the expectations of their actors. An interviewer may ask you this question to understand how you would handle a challenging situation like this one. In your answer, try to show that you can be firm and direct with an actor while also encouraging them to do their best work.

Example: “If an actor is not following my instructions, I would first take a moment to assess the situation. I would try to understand why they are not following my directions and if there is any way I can help them better understand what I am asking of them. If needed, I could provide more detailed explanations or demonstrations of what I need from them.

I also believe in creating a positive environment on set, so I would make sure to stay calm and professional throughout the process. I would be open to feedback from the actor as well, and work together with them to find a solution that works for both of us. Ultimately, it’s important to me that everyone feels respected and heard while we’re working together.”

21. Do you prefer working with digital or film cameras?

This question can help an interviewer determine your comfort level with technology and how you might use it to benefit the film crew. If you have experience working with both types of cameras, discuss what you like about each one.

Example: “I have extensive experience working with both digital and film cameras, so I don’t prefer one over the other. Instead, I take a project-based approach to deciding which camera is best for each job. For example, if I’m shooting a fast-paced action sequence, I might opt for a digital camera that can capture high frame rates. On the other hand, if I’m looking to create a more cinematic look, I would likely choose to work with a film camera. Ultimately, my goal is to make sure I select the right tool for the job in order to achieve the desired results.

In addition to selecting the right camera for each project, I also ensure that I stay up-to-date on the latest technology and techniques. This allows me to be creative and efficient when it comes to capturing the perfect shot. My years of experience as a Film Director have given me an eye for detail and a knack for problem solving, making me the ideal candidate for this position.”

22. What techniques do you use to keep production on schedule and budget?

The interviewer may ask this question to learn more about your time management skills and how you plan out a production schedule. Use examples from past projects to explain the steps you take to create a timeline, manage budgets and communicate with team members.

Example: “I understand the importance of staying on schedule and budget when it comes to film production. To ensure that I stay within these parameters, I use a few key techniques.

The first technique is planning ahead. Before starting any project, I make sure to create an organized timeline for each step of the process. This helps me anticipate potential delays or issues before they arise so that I can adjust accordingly.

Another technique I use is communication. I believe it’s important to keep everyone involved in the project up-to-date with progress and changes. By communicating regularly, I am able to identify problems early and find solutions quickly.

Lastly, I always strive to be flexible. No matter how well you plan, there will always be unexpected challenges. That’s why I remain open to adjusting my plans as needed to accommodate new developments.”

23. Are there any particular genres of films you are most experienced in directing?

This question is a great way for the interviewer to learn more about your experience level and what you are most comfortable with. If you have previous experience directing films, it’s important to list them by genre so that the employer can see which types of films you’ve worked on before.

Example: “Yes, I have worked on a variety of films in different genres. My primary experience is in directing drama and comedy films. I have directed several feature-length dramas that have been well-received by audiences and critics alike. I am also experienced in creating comedic stories with strong characters and storylines.

I believe my strength lies in understanding the needs of both actors and crew members to create an atmosphere conducive to making great films. I strive to ensure that everyone involved feels comfortable and supported while working together. This allows us to collaborate effectively and produce quality work.”

24. How have you incorporated improvisation into your directing style?

Improvisation is a technique that allows directors to create unique scenes and interactions between actors. It’s important for employers to know how you use improvisation in your directing style because it shows them how you can be creative on set. In your answer, explain what improvising means and give an example of when you used it during a film shoot.

Example: “I believe that improvisation is a key element to successful directing. In my experience, I have found that allowing actors to improvise can help bring out their best performances and create an atmosphere of creativity on set. To incorporate improvisation into my directing style, I strive to provide the actors with clear direction while also giving them the freedom to explore different interpretations of their characters. This allows for more natural dialogue and moments of spontaneity that can be captured in the moment. I also like to give actors time to discuss scenes amongst themselves before shooting begins so they are able to develop a better understanding of their characters and how they interact with each other.”

25. What do you think is the key to creating successful visuals for a film?

This question can help the interviewer understand your approach to directing a film. Your answer should show that you have an understanding of how visuals affect the overall quality of a film and how they can be used to create a successful project.

Example: “I believe the key to creating successful visuals for a film is understanding how to tell a story through images. As a Film Director, I strive to create visuals that are both aesthetically pleasing and emotionally engaging. To do this, I focus on composition, lighting, color, and movement.

Composition is essential in setting up scenes and conveying emotion. It’s important to consider the placement of characters within the frame and use different angles to add depth and interest. Lighting can be used to create atmosphere and mood, while color can help draw attention to certain elements or evoke certain feelings. Finally, movement is essential in creating tension and suspense.”

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List of Example Questions for Cast and Crew Interviews

Last week I announced a downloadable marketing calendar template that you can use as the foundation for your own show promotion. One of the tactics included on that calendar is interviews of your cast and production team, but what makes for a compelling interview? I know I’ve read a few “meet the cast” pages that actually made me less interested in buying a ticket.

Whether you’re doing a written, audio, or video interview the key is to ask good questions. So I’ve included some example questions here to help get you thinking.

I’ve written before about how to best market a theatre production with your cast and what you can reasonably expect from them regarding promotion. I won’t go into that again here, but you can see my thoughts on it . Assuming you buy into this tactic (which I have used in some way or other on every show I’ve promoted since I started marketing theatre in 2010) let’s get into what sort of questions are going to create the most compelling responses.

Production questions

• What sort of person is going to love this show?
• What’s challenging about bringing this script to life?
• Why did you want to be involved in this production?
• Who should not come see this show?
• What will the audience be thinking about in the car as they drive home after this show?
• How is this production bringing something new to this story?
• What’s going to surprise people about this show?
• Which is the best night to come?
• Call someone out by name: who must come see this production?
• Who has the best costume?
• Who in the show is most like their character?
• Who’s the least?

Character questions

These are great questions to ask your actors, although in some cases they may be appropriate for the production team, too.

• What sort of person is going to love this character?
• How is this character like you? Different?
• Is it easier to play this character or to be yourself on stage?
• What do you love about this character?
• What do you hate about this character?
• What’s the biggest challenge about taking on this role?
• Besides yourself, what celebrity would you like to see tackle this character?
• Without giving anything away, what’s your favorite line of dialogue?
• Besides yourself, which actor in this production is going to blow people away?
• If you could play any other character in this show, who would it be?
• What makes a good scene partner?

General questions

• What do you want to be when you grow up?
• If someone was going to make your life into a movie, who would play you?
• When did you first perform?
• Besides this one, what’s your favorite stage show?
• Who do you look up to (as an actor/director/etc.)?
• What’s your perfect Sunday afternoon look like?
• When you have a five-minute break during rehearsal, what do you spend that time doing?
• Who’s the funniest person in the cast in real life?
• What do you do when you’re not doing theatre?
• If you had a magic wand, what show would you do next?
• What’s the last thing you do before you step out on stage / the curtain goes up?

Of course you will always have opportunities for great questions that are unique to the production you are doing. I recently did a comedy musical that was about sex addicts car pooling to group therapy. Naturally we asked the cast questions about what they were addicted to and what was the strangest place they ever had sex.

Use general questions like the one above as a foundation, but be sure to add in one or two questions that are directly connected to your show.

Want More Stuff Like This?

Get my best tips and insights delivered directly to your inbox. Plus I’ll send you a free copy of the marketing calendar template I start with to build the marketing plan for every show I promote.

My question would be, “What role, if any, deeply affected you personally, perhaps even changed you in a permanent manner?”

I like this, Matt. Especially if your cast has a significant body of work.

This is a great resource, such a broad base of questions, thanks! I’m thinking of using an interview as the basis of a Facebook live video. Goodness knows the last community radio interviewer we had could have used these…

Thank you so much. I really like your questions.

I really liked them

and I’m a actor in turkish mouvies

[* Shield plugin marked this comment as “0”. Reason: Human SPAM filter found “oy” in “author_email” *] wow thanks!

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40 Favorite Interview Questions from Some of the Sharpest Folks We Know

Given the high-stakes nature of every hire, interviewing chops are always in need of sharpening. We’ve spent the past few months reaching out to some of the most thoughtful company builders in our network to pose a simple question: What’s your favorite interview question to ask and why? Here are the

Here at First Round, we’re always searching for advice that gets overlooked or goes unshared, hoping to find the stones that company builders don’t even know to turn over.

Whether it’s through in-person events, online discussions on First Round Network (our internal Quora-style platform), or the articles and interviews we share here on the Review, we’re driven by an ambition to create the space founders and startup leaders need to exchange that “ trapped ” knowledge.

And in those spaces, we’ve seen time and time again how the conversation inevitably drifts back to a single topic. Whether it’s a Fast Track mentorship pairing, an intimate Co-Founder Forum dinner or a CTO unconference , hiring always seems to be top of mind .

There’s no shortage of challenges that could benefit from a dose of outside perspective, from finding hiring practices that scale to bringing on a new exec to nabbing a great in-house recruiter . And then there's the interview.

When you’re scaling quickly, moving at warp speed, and sitting on several hiring panels, interviewing can seem like a task you just need to get through. But it’s worth pausing to remember that the decision to hire someone is an expensive and far-reaching one. And since you’re forced to make it after spending (at most) a few hours together , maximizing what you can learn about candidates in those precious few minutes becomes all the more crucial.

Of course, we’ve shared a fair amount of interview best practices in the past here on the Review. (Two particular must-reads come to mind: the seven characteristics that help you hire a top performer and this roundup of interview questions previously scattered across the Review archive ).

But given the high-stakes nature of every hire, interviewing chops are always in need of sharpening. And that means our hunt for a crazy-good interview question is never over. We’re endlessly fascinated by the go-to inquiry in everyone’s back pocket, the kind that makes you want to steal it for your own hiring toolkit.

To that end, we’ve spent the past few months reaching out to some of the smartest and most thoughtful operators in our network to pose a simple question: What’s your favorite interview question and why?

The responses we got back were first class. What follows is an exclusive list of 40 interview questions, sent to us by the sharpest folks we’ve met or just outright admire. Some of the questions are (deceptively) short and sweet, some are probing and unexpected, others hinge on targeted follow-ups. Broken down by topic, they tackle everything from how candidates understand the role and process feedback to their first summer job, worst boss, and the last time they changed their mind. Most importantly, these incredible founders and company builders break down why they lean on these questions — and what to look for in the answers you hear.

We hope this collection serves as a rich jumping off point that you can leverage as you design your own process, whether you’re building it from scratch or looking to give it a refresh as you double-down on hiring. Let’s get started.

Got a favorite interview question of your own? Tell us on Twitter or share it here . We’ll compile the best submissions and share them with First Round Review newsletter subscribers .

QUESTIONS TO HELP UNPACK PIVOTAL TRANSITIONS:

1. what do you want to do differently in your next role.

When he asks this question, Instacart co-founder Max Mullen usually sees two kinds of responses — and there’s one camp that the best candidates usually fall into.

“I find that the best answers highlight what they’re running toward, rather than what they’re running from in their current job. If they launch into what they don’t like about their boss or current company, that tells you a lot. It tests whether they’re a positive person and how they handle adversity,” says Mullen.

“I also can often pick up on what interests them about our company specifically, and get a sense for how much research they’ve done. Finally, it gets into motivations — if they bring up how they’re looking for a more challenging opportunity, you can probe how they want to make an impact or the types of problems they’d love working on,” he says.

2. Imagine yourself in three years. What do you hope will be different about you then compared to now?

Julie Zhuo is a favorite of ours for a reason. The VP of Product Design at Facebook quite literally wrote the book on how first-time managers can approach building out their teams. She’s graced the pages of the Review before as well, sharing her well-honed perspective on hiring designers , and the essential (and unique) questions every manager should ask.

“At a growing organization, hiring well is the single most important thing you can do,” she writes in her book. “The most important thing to remember about hiring is this: hiring is not a problem to be solved but an opportunity to build the future of your organization .”

When we followed-up with Zhuo recently to find out what floats to the top as her favorite question after hiring hundreds of candidates over the years, her response had a similar focus on the future. “Asking a candidate to describe her vision for her own growth in the next three years helps me understand the candidate's ambitions as well as how goal-oriented and self-reflective she is,” says Zhuo.

3. For the last few companies you've been at, take me through: (i) When you left, why did you leave? (ii) When you joined the next one, why did you choose it?

Kevin Weil likes to walk through a candidate’s recent career history with a unique lens. “I love this question because it helps me understand how they think through big decisions,” says the co-creator of the Libra crytpocurrency and VP of Product for Calibra at Facebook.

Weil finds he learns a lot about underlying motivations by unpacking why people leave and join companies. “What were they optimizing for that the career move maximized? Are they looking for safety, or are they eager to take risks?” he says. “Are they trying to develop new skills, or perfect existing ones? Has their goal been to scale their management experience, or dive back into execution to get their hands dirty?”

Weil recommends paying special attention to how candidates cobble an answer together. “It’s interesting to see whether they weave the answer into a narrative arc or outline a series of distinct decisions,” he says. “Do they think big picture? Are they a great storyteller?”

Transitions are also Branch CEO Alex Austin ’s favorite place to mine. “ I find that it’s in the space between jobs when people have to make decisions entirely independently ,” he says. “There's no team member they can steal credit from or that can do work for them. It's the only time in their career when you can get incredibly deep insight into how they think and what motivates them. Then you can evaluate their answers against the characteristics you believe are required to succeed against the role.”

Get candidates to tell you about the transitions between jobs, rather than about each one. That’s a better window into what they value and how they make decisions.

QUESTIONS FOR SUSSING OUT MOTIVATIONS:

4. among the people you've worked with, who do you admire and why.

On its face, this question might not seem to be designed to uncover motivations. But that’s exactly what Jules Walter is digging for when he asks it in interviews.

As an angel investor , product lead for Slack ’s growth and monetization team and co-founder of CodePath.org , Walter stays busy pursuing the causes he cares about — and he’s interested in learning more about the values that drive folks who want to join his team.

“I want to uncover a candidate’s values, but I’ve found that asking about that directly isn’t as effective,” he says. “This question pulls out those drivers in a more subtle, yet honest way. What they admire in others tells you a lot about what they find important.”

You’ll learn a lot more about a candidate’s values by asking her who she admires. It’s a telling glimpse into the qualities she’s striving to cultivate herself.

5. Tell me about a time you took unexpected initiative. Follow-up: Can you tell me about another?

Brian Rothenberg is something of a growth guru. As the former VP of Growth at Eventbrite (and current investor at defy.vc ) he’s shared the answers to the toughest growth questions and tried-and-true tactics for tailoring strategies from zero all the way to IPO .

So it comes as no surprise that his go-to interview question helps him uncover those candidates who push the bounds of their own personal growth. “I’ve found that the best people on your team consistently take initiative, even when it’s not expected of them,” says Rothenberg. “ But after they give one example of initiative in action, it’s critical to follow up by asking for another . I want to see a pattern, whether it’s at work, school, or any other place .”

6. What’s something great about your current or previous job? Why?

bethanye McKinney Blount is a fount of company building wisdom. Across the course of her career, the co-founder and CEO of Compaas (and former engineering leader at Reddit and Facebook) has shared insights on everything from troubleshooting troublemakers in startup culture to introducing comp transparency .

“Asking this question in interviews tells me two different things,” says Blount. “First, I learn what someone loves and values — what's important to them. Second, they nearly always follow up with a qualifier,” she says. “They’ll often say something like ‘But that doesn't make up for…’ and so they’re also telling me something they don't love. I find that second piece to be very instructive. It helps me understand where they feel uncomfortable, unsupported, or generally unhappy.”

7. What motivates you to work?

This one comes from Varun Srinivasan , former Senior Director of Engineer at Coinbase (where he had front-row seats to the company’s wild ascent and came through the other side with a valuable collection of lessons on scaling ).

“On its face, it’s a simple question for the interviewer to ask. But it requires a tremendous amount of thought and introspection from interviewees,” says Srinivasan. “I’ve found the asymmetric nature of it unlocks valuable discussion. Great candidates will be able to articulate their intrinsic motivators and reflect on why they've worked at startups before — or upack why they want to break in. Less-than-stellar candidates won’t wade into that self-inquiry. They’ll provide surface level answers such as ‘I like hard technology challenges.’”

Jopwell co-founder and CEO Porter Braswell opts for a similarly open-ended question: What does success mean to you? “I find that asking questions like these makes the candidate pause and think,” says Braswell. “That helps drive a more organic and free-flowing conversation where I get to know the interviewee and what drives her on a deeper level compared to going through her resume.”

8. Looking back on the last five years of your career, what’s the highlight?

According to Michael Vaughan , this question is more powerful than it seems. “It tells me what type of person they are, what matters to them and how they think,” says the former COO of Venmo and current EIR at Oak HC/FT .

“For example, if they tell me about a personal accomplishment, then I know personal career development is a huge area of focus. If they tell me about the accomplishment of a direct report or the team, then I know they care about developing people,” says Vaughan. “If they tell me about a company feat, then I know that they tie their own success to the company's success — which is a great mentality for weathering the early stages of a startup.”

QUESTIONS ON THEIR FIT FOR THE ROLE:

9. what are you really good at, but never want to do anymore.

Bryan Mason , Chief Business Officer at VSCO , is a fan of this question because it gets candidates to do three things:

• Reflect on what they've learned about themselves.
• Test their ability to speak with humility about being “good” at something
• Talk about stuff you may find valuable on their resume, that they in fact no longer want to do.

“It’s amazing how often people answer saying they never want to do exactly what I’m hiring for in this role,” he says.

There are incredible candidates who excel at exactly what you’re hiring for. The trouble is that they don’t want to do it anymore.

10. What’s the difference between someone who’s great in your role versus someone who’s outstanding?

When interviewing candidates for LendingHome , co-founder and CEO Matt Humphrey is on the lookout for a keen understanding of the difference between A+ performance and what he calls “A+++”.

“I always follow-up with: 'Can you give me some specific examples of this in your career and the results you saw?' I look for how they answer the question just as much as the content of the answer itself,” he says. “The best candidates can answer almost immediately, maybe even with a wry smile because they know exactly what I’m getting at and they’re proud of doing something that was truly above and beyond.”

11. How did you prepare for this interview?

When he asks this question, Jonah Greenberger is testing for three things: proactiveness, resourcefulness and passion.

“Those qualities are critical for almost any position,” says the CEO of Bright (a First Round-backed company). “I also like that this multi-purpose question is so open-ended. It gives room for candidates to show how concise, creative, and clear they are.”

12. What do you believe you can achieve with us personally or professionally that you can't anywhere else in the world?

Shiva Rajaraman (CTO at WeWork and former VP of Product at Spotify) typically asks this question at the tail-end of an interview cycle.

“I like it because candidates reveal their individual motivations, creativity, and commitment to our mission all in one response,” says Rajaraman. “Often, they haven't really thought about our company or capabilities deeply. The answers here can be revealing as to whether we are truly the best fit. It also helps cement that we are a special place for the person to thrive. Most importantly, if a candidate is able to articulate her ambitions and how we can help her achieve them, we are one step closer to closing her.”

Questions about why someone wants to work here and take on this particular role may seem routine, but they’re incredibly important. Often, candidates are fleeing something else and haven't thought deeply about what they want next.

As the Corporate Communications Manager at Looker , a company that’s put tremendous thought and care into bringing new people on board , Tamara Ford John similarly recommends digging into what makes candidates passionate about the specific opportunity in front of them. “I always ask candidates, ‘ Why do you want to work here ? Why do you feel you will be good at this position? ’” she says.

“I've found that the specifics of why someone is drawn to your company and believes they’ll succeed in a given role are often overlooked. It’s incredible how many times I’ve seen people fall down when it comes to answering these questions in interviews.”

13. What are the three most important characteristics of this function? How would you stack rank yourself from strongest to least developed among these traits?

When Jack Krawczyk is hiring for WeWork’s Product team, he’s hunting for candidates that have both a deep understanding of the function they're in and an appreciation for the spots in which they still need to grow.

“I use this question when hiring product managers, but it can work for other functions,” he says. “I’ve found that it forces the candidate to be introspective and provide examples of how they’re a student of their craft.”

14. Tell me about your ideal next role. What characteristics does it have from a responsibility, team, and company culture perspective? What characteristics does it not have?

As the head of Square ’s seller and developer business units, Alyssa Henry has her hands full, so the ability to quickly uncover alignment — or misalignment — in the hiring process is critical. Rather than asking directly about a candidate’s interest in a particular role, she’s found it helpful to abstract out to their ideal next role, a scenario that captures what they’re really after.

“This two-part question helps determine if there’s a match in expectations for the role. Particularly when you hear the answers to what they’re not looking for, sometimes you realize that the candidate is actually a better match for a different role,” she says. “But my favorite part is that it gives you the selling points you need to hit on when it comes time to close the candidate. You already know what they value, which makes it easier to tailor your pitch.”

15. It's exactly one year from now. What impact on the business have you made in the year since you’ve joined?

When hiring for PatientPing , co-founder and CEO, Jay Desai wants to get candidates talking about the future, what the world will look like once they get the job, settle in and start making an impact.

Here’s what he’s able to learn from this question:

• Timing: “I’ve found that it provides visibility into how long the candidate thinks things should take,” says Desai. “Folks coming from larger companies assume things take longer than they should, while someone from a smaller, scrappier startup might want to go faster than they should.”
• Where their focus lies: “You can learn a lot from how they describe their hypothetical impact. Are they results-oriented, using numbers to describe their impact?” says Desai. “Maybe they’re more process-oriented, describing their impact in terms of the systems they’ve successfully set up. Candidates who are more people-oriented will talk about how the org will have grown and how the team will have developed.”
• Understanding of the role: If a candidate is way off-base from your expectations when describing what they’d hope to achieve, that’s telling in a different way. “It tests the extent to which they have internalized this role and what the company is asking them to solve for,” says Desai.

The work to overcome other misunderstandings about the role and the hiring manager’s expectations doesn’t stop once a candidate officially joins the team. To continue strengthening relationships and getting to know each other, Desai relies on an incredibly tactical framework that provides a bedrock for productive employee/manager relationships — read more about it here .

QUESTIONS ON WORKING WITH OTHERS:

16. tell me about a time you strongly disagreed with your manager. what did you do to convince him or her that you were right what ultimately happened.

When we surveyed our network of thoughtful founders and operators, several mentioned this as their favorite interview question. Since they each had different points of emphasis and takeaways, we’ve combined a few perspectives here to highlight why this question packs such a punch.

Let’s start with Cristina Cordova . She joined Stripe as the 28th employee and first business development hire. In addition to joining First Round’s Angel Track program , she’s since led multiple teams across Business Development, Financial Partnerships, Partner Engineering and Diversity & Inclusion functions — which means she’s done her fair share of hiring.

And this question has become her go-to in interviews for a few reasons. “It shows me how far someone will go in order to do what they believe is right,” says Cordova. “The way candidates choose to unpack the anecdote also shows me how they convince others in the face of obstacles. Do they use data? Do they gather support from others?” Asking about what ultimately happened is also particularly illustrative. “How they speak about not getting their way tells you a lot about whether they're willing to disagree and commit to execution,” she says.

Current Head of People and Development at Opendoor (and former SVP of Sales at Yelp) Erica Galos Alioto leans on this question as well. “I’m looking to see how candidates deal with conflict in a work environment ,” she says. “Do they openly address it and see their difference in opinion as a strength? Or are they unable to see the other person's perspective? Do they try to resolve it or silently let it bother them? This tells me a lot about their ability to communicate effectively and how they will handle disagreements with others at work.”

Former Airbnb VP of Engineering Michael Curtis is also a fan of diving into how candidates handle disagreements in interviews. “I like this question for a few reasons,” says Curtis. “First, it's hard to give a fluff answer to. I also find it gives me great signal on the candidate’s personality in a number of dimensions, and it serves up useful data points that can be used in reference checks later on.”

Curtis probes deeper into the topic with targeted follow-ups that really get into the weeds of how the disagreement with their boss went down:

• What was your manager’s reasoning?
• What arguments did you find compelling in favor of the decision?
• What was your reasoning and most compelling arguments against?
• Were you ultimately right?

In addition to sharing more of his go-to questions (“Think of a time you had to cut corners on a project in a way you weren’t proud of to make a deadline. How did you handle it?”), Curtis lays out tips for focusing interviews on culture and character, as well as advice for busting bureaucracy before it starts in this Review article.

17. Tell me about the best and worst bosses you’ve ever had, specifically, in your career. What was the difference?

As the CEO of Foursquare , Jeffrey Glueck finds that candidates aren’t usually prepared for this question. “They often reveal what makes them tick through their answers,” he says. “While the best one is interesting for picking up insight on how to get the most growth out of them, I often find that the worst boss answer is more interesting. You might learn that they react strongly to micromanagement, are fiercely independent, or are very individual comp focused.”

The key is pushing candidates to get specific. “Don’t let them off with vague answers,” says Glueck. “They don’t have to name names, of course, but you need to insist they talk about two specific bosses at specific companies, not generalizations.”

18. What's one part of your previous company's culture that you hope to bring to your next one? What one part do you hope to not find?

Ben Kamens , the founder and CEO of Spring Discovery (and alum of Khan Academy and Fog Creek Software ) finds this question to be an effective way to probe candidates’ thoughtfulness when it comes to working with others, uncovering their understanding of how team dynamics and culture intersect.

“Do they immaturely rant about the failings of past teammates? Do they thoughtfully consider why certain problems existed, maturely discussing the tradeoffs their previous company had to make?” he says. “Can they reason through why one company or industry's problems or culture might not apply to another's?”

QUESTIONS ON LEARNING FROM MISTAKES:

19. when was the last time you changed your mind about something important.

For Sarah Fetter , Managing Director of East Rock Capital , this interview question is all about evolution.

“It allows you to see how — and if — the candidate's belief system or set of core values has changed. How did a powerful experience or impactful person shift the candidate’s worldview?” she says. “Follow up with more questions to find out what they felt before, during and after the experience of being challenged — that will tell you a great deal.”

20. What's the most important thing you've learned from a peer and how have you used that lesson in your day-to-day life?

This one comes from Dan Slate , Director of Product Management at Wealthfront . “ I’m looking for a candidate’s ability to identify superpowers in those around them that they want to improve upon themselves ,” he says.

“I like this question because it allows me to assess their self-reflection and growth mindset. Depending on the answer they provide, it can also be a good window into how humble they are.”

21. Tell me about a time you really screwed something up. How did you handle it and how did you address the mistake?

“In one fell swoop, this question tests for humility, self-reflection, problem-solving and communication skills,” says Chad Dickerson , former Etsy CEO turned coach-to-other-CEOs at Reboot .

He notes that it also provides greater insight into scope of responsibility in prior roles. “The bigger one's scope, the bigger the mistakes and the more complex the remediation of those mistakes,” says Dickerson.

22. Tell me about a time you made a mistake or failed at something. What did you learn from this experience? Can you give me two other examples?

As an alum of Glossier, the Chan Zuckerberg Initiative and Product Hunt, Corley Hughes has serious team-building chops. When hiring, she likes to focus on how a candidate has learned from failure — but she’s found that asking about it just once isn’t enough.

“ Asking for three examples gives me a better sense of someone's actions and natural way of working. Everyone who’s adequately prepared for an interview has one rehearsed answer on learning from failure in their pocket,” she says.

“The folks who can point to three different times they’ve messed up show that they have a well-honed habit of looking objectively at a situation and talking openly about what they’d do differently. I’ve found that these people tend to naturally self-course-correct, are constantly learning, and are willing to share bad news quickly, which are must-haves on my team.”

When listening to the answers, she’s specifically looking to see whether the candidate can:

• Speak comfortably and openly about mistakes.
• Reflect and apply what they learned.
• Demonstrate that they don’t take themselves too seriously.

Every candidate has one canned answer on learning from failure in their pocket. The people who can point to three different examples are the true constant-learners — and the folks you need on your team.

23. When have you felt the lowest in your career? Did you realize how you felt in the moment? How did you respond?

Codeacademy co-founder and CEO Zach Sims (who’s previously shared his fundraising wisdom on the Review) is scouting for tenacity with this question.

“We’re looking for people that know that careers have lots of ups and downs,” he says. “Can you handle those with aplomb, working through the downs with your team and the upswing that hopefully follows? Candidates that have experience with this rollercoaster can often ride out startups better than others.

QUESTIONS THAT SURFACE SELF-AWARENESS:

24. what’s one misconception your coworkers have about you.

Umbrella co-founder Sam Gerstenzang once wrote that it’s not the presence of weakness, but rather a failure to recognize it that usually holds people back — and accordingly, his go-to interview question centers around self-awareness.

“I've found this question tends to open up a candidate,” he tells us. “By asking for a misconception rather than something coworkers simply don't know about you, the interviewer often receives a more important and revealing truth while also understanding how the candidate relates to their co-workers.”

In Gerstenzang’s experience, the misconception is often something a candidate wishes they had more or less of, which helps understand their underlying motivations. “A less-than-great answer often reveals an underdeveloped sense of self or poor communication with co-workers,” he says.

Asking about misconceptions is a powerful tool. It speaks to both your conception of yourself, and your understanding of how others perceive you — both of which are critical.

25. What are you better at than most anyone else? What’s your superpower and how will you leverage that to make an impact at this company?

Roli Saxena has some incredibly insightful interview questions up her sleeve. The current Chief Customer Officer at Brex (and former VP of Revenue at Clever) has previously spoken to the Review about how she hunts for resilience and prioritization to find candidates who are well-equipped to combat burnout and overwhelm.

Another one of her favorite questions similarly straddles two qualities. “By asking about their superpower and how that will specifically help them in this role, you can learn a lot about candidates’ self-awareness and how prepared they are,” she says. “If they can tailor their response to what our team is focused on and how they can add value, I know they’ve done the homework — both on our company, and on themselves.”

Lenny Rachitsky is also a fan of asking candidates to share their superpowers. “As a manager, it’s important to help people flex what they’re really good at, instead of just trying to improve on the areas they’re struggling with,” he noted in his recent advice for handling performance reviews .

Here’s what the former Airbnb product lead is specifically looking for in answers to this interview question:

• Getting thoughtful and concrete . “The best candidates take the time to pause and really think about it,” says Rachitsky. “It’s a red flag for me if they jump to stock-sounding generic answers. I want them to identify something focused, not vague.”
• Showing humility and authenticity. “Can they honestly point out both good and bad? Do I feel like they are being real? I’m looking for authentic insight into this person's strengths and weaknesses,” he says. “Which is why I often tack on this follow-up: ‘If I were to ask your colleagues at your last job to tell me about you, what would I hear?’ I find that it consistently gets to real honest stuff.”

Rachitsky shared his thoughts on the role of superpowers in performance reviews, emphasizing a manager’s responsibility to describe their reports’ strengths — and how they can flex them further. Get his tactical advice (and incredibly helpful template) in this Review article how performance reviews can help managers uplevel from good to kickass.

26. If I were to go and speak to people who don't think very highly of you, what would they say?

This question is clearly designed to probe the depths of a candidate’s self-awareness. But Gabriel Otte is also hunting for another quality: empathy.

Self-awareness isn’t just about understanding your own shortcomings. Develop empathy for the people who dislike you — otherwise you’ll get caught up in justifications and evasions that make it tough to truly internalize the criticism.

“When I pose this question to candidates, I’m always looking to see how much empathy they have for the people who don’t like them,” says Otte, the co-founder and CEO of Freenome (and a partner in First Round’s Healthcare Co-op ). “Do they evade or try to justify why people might not like them? Or are they in denial and think no one dislikes them?”

QUESTIONS TO FIND OUT HOW THEY RESPOND TO FEEDBACK:

27. what’s one critical piece of feedback you’ve received that was really difficult to hear why was it difficult and what did you do with that information what did you learn about yourself.

As Medium ’s Head of People, Pema Lin-Moore typically asks this question in the career history portion of the interview. “It gives me a glimpse into how a person responds to feedback that’s out of line with how they see themselves or how they wish to be seen,” she says. “You get a sense of how self-reflective a person can be, how resilient they are, and the type of environment they've been operating in.”

Nolan Church also similarly recommends probing into how a candidate deals with difficult feedback. “I learn more about someone from this question than anything else I ask,” says the Chief People Officer at Carta . “It gives me insight into an area for development, how they respond to feedback, and their level of introspection, vulnerability and humility.”

In addition to providing question #11, LendingHome co-founder and CEO Matt Humphrey submitted another excellent question that also fits in here, adding a slight twist: “I always say ‘ We'll ask about this in references, but I'd love to hear it from you as well: Very specifically, what’s the most recent piece of critical feedback that you've gotten? ” he says.

For him, the preface to the question is particularly key. “I’ve found that throwing in the ‘references’ comment is important because it tends to bring out more honest responses,” says Humphrey. “I’m literally looking for them to get into the nitty-gritty of the when and the how, not fluffy or abstract responses. So it’s helpful to have candidates know that if they lob in a softball, I may hear something different when I’m doing reference checks.”

28. Find a way to give the candidate feedback in the interview.

This one is less question, more targeted tactic, but it’s such valuable interview advice for hiring managers that we had to include it here. It was suggested by Nicky Goulimis , co-founder and COO of Nova Credit .

“In every interview, I try to find a way to give a candidate constructive feedback and see how they react,” she says. “How we navigate tough conversations is critical for how we’ll be able to work together in the future, so it’s important to test.”

It’s always unique to the candidate, so it’s hard to give one-size-fits all advice, but here are two tactics she relies on to create an opening for a constructive feedback opportunity:

• Feedback on the exercise: “Our business interview process typically involves a take-home that we have candidates present,” says Goulimis. “We always applaud the candidate at the end to share our appreciation, but then everyone on the interview panel goes around sharing feedback, both positive and constructive. It’s incredibly instructive to see a candidate internalize that feedback and respond to it in the moment.”
• Feedback on their potential fit: “I also share constructive feedback when debriefing with candidates. I talk openly about what’s really exciting to me and where I still have question marks,” she says. “In addition to demonstrating my commitment to transparency, it also offers them an opportunity to react to or address those areas while they’re still being considered.”

QUESTIONS THAT PUT PASSION FRONT AND CENTER:

29. what was the last thing you nerded out on.

Shawne Ashton , VP of Growth at mindbodygreen (and former Director of Business Operations at Zola) levels this one at candidates as a final question. “It helps me get a sense of whether this person is a life-long learner, self-starter, naturally curious, and able to teach themselves new things they're interested in,” she says. “By emphasizing that it doesn’t need to be work related, I find that I also get to know the person a bit more beyond their direct job experience, and it ends the interview on a fun note.”

Upstart ’s Head of Strategy and Partner Operations Cindy Smith asks a similar question, with a slight twist: Tell me about a topic that you’ve taken it upon yourself to learn about. “I want to hear them talk about something they’ve received no formal training on,” says Smith. “It shows curiosity, tenacity around learning and it helps me gauge how a person tackle hard topics and new challenges.”

30. What are some things outside of work that you’re irrationally passionate about?

While this question may seem like a standard getting-to-know-you inquiry, Laura Behrens Wu uses it as an opportunity to delve deeper into a candidate’s motivations.

“I’m looking for people who are intrinsically motivated, and hobbies are often an outlet for that,” says the co-founder and CEO of Shippo . “Over the years, I’ve found that intrinsically driven individuals typically have other passions outside of work that they pursue in an obsessive-like way. For example, if a candidate tells me they run 10 miles a day as a hobby, that’s a signal of a strong internal drive.”

31. What’s the first job you had, that's not on your resume, and what did you learn from that experience?

This question is one of Maryann Kongovi ’s favorites. “It relaxes the candidates and leads to fun conversations about summer jobs,” says the VP of Operations at Algolia . But there’s intention behind it as well. “I always come away with better insight into their values and perspectives on work itself.”

QUESTIONS THAT THROW A CURVEBALL:

32. why shouldn't we hire you.

Romy Macasieb finds this question is a useful (and unexpected) tool for excavating where a candidate still has room to grow. “It goes much deeper than your standard ‘What are your 3 areas of improvement?’ type questions,” says the founding PM and current VP of Product at Walker & Company .

“I like that it allows interviewees to play both sides of the table. They could highlight the skills they’re missing or why they might not be what we’re looking for by saying something like ‘You shouldn't hire me if you want someone that is quant-only,’” Macasieb says. “But they can also turn the focus to why you might not be a fit for them . I’ve heard responses like ‘You shouldn't hire me if you have an open office floor plan.’”

33. What should our team be doing differently that could yield 10x improvement?

Meka Asonye leads the Startup & SMB sales org at Stripe, a group that advises venture-backed companies on their commerce, monetization and expansion strategies. “I’m looking for folks who have a bias for action and can think like an owner,” he says. “Can they think at the CEO level, beyond just the job they’re applying for?”

Sometimes, this question surfaces some real gems. “We're actually considering piloting one of the ideas a recent candidate mentioned. I've also had interviews where people have mentioned things that we have seriously considered but scrapped for various reasons,” says Asonye.

But when the answers are less than stellar, here’s where candidates tend to go wrong:

• Ambitions aren't lofty enough . “Oftentimes I hear ideas that are a 10% improvement, not 10X. The temptation can be to offer non-controversial, minor tweaks to process,” says Asonye.
• Can’t think of any suggestions. “This one is a big red flag for me, as I tend to see candidates in a second or third round interview, after the candidate has met with five to 10 people,” says Asonye. “They should be pretty well-versed in our company and product by then, so it’s often a sign that they haven’t done their homework.”

To troubleshoot conversations that have stalled out, Asonye offers helpful footholds with these guiding questions:

• Why might we be unable to raise our next round of financing?
• Why would someone choose to work with our biggest competitor?
• What product or service might we introduce that would be valuable to our core customer?

34. Teach me something.

This open-ended and surprising prompt was part of Nathalie McGrath ’s interview toolkit while she was the VP of People at Coinbase. “It can tell you a great deal about a candidate’s thought process,” McGrath says. “How do they communicate and reason through an issue? Do they start from first principles? As an added benefit, I often get a glance into something they’re passionate about — plus the chance to personally learn something new.”

Kevin Morrill is also a fan of this approach in interviews — one that he’s built on and thoroughly thought through after asking it hundreds of times over the years. Morrill’s an engineering manager at Quizlet , former CTO of Mattermark , and the creator of Buried Reads , a fascinating newsletter that’s a must-read in our inbox.(He co-authors it along with his wife, Danielle Morrill former CEO and co-founder at Mattermark, and current GM at GitLab).

And when we asked why he favored this approach in interviews, Morrill was at the ready with this thorough Google Doc explanation on what he calls “the five-minute communication question .”

Here’s how it works: Morrill asks candidates to break down a topic for him. It can be anything — a hobby, book, or project — but they’ll only have five minutes to take him from a beginner to someone who understands what’s most important about the topic. Here’s a preview of what he’s come to look for in their explanations:

• Empathy. As an interviewer posing this question, the key is to keep your face vacant and minimize interjections. “A star candidate will pick up on this and ask if I understand so far,” writes Morrill. “These are the same kind of people that empathize with customers and think about it in all the work they do once we hire them.”
• Giving an analogy. Using a shortcut for explaining concepts is a telling indicator of a candidate’s skill. “One example I heard while someone was teaching me the basics of poker was to take advantage of the fact I had played backgammon, even though I hadn’t played poker. He talked about how in backgammon all the pieces on the board are exposed information that both players can see, but in poker you have hidden information,” writes Morril. “These types of explanations go a long way towards quickly communicating an idea with all kinds of implications very succinctly.”
• Taking the time to pause. “ Once the trigger-happy type candidates get going, they don’t have any kind of bulleted list or outline in their head of what they hope to get across,” writes Morril. “What’s most incredible about this is how accurately it predicts disorganized and non-goal directed behavior on the job.”

It is amazing how many candidates won’t premeditate before diving into interview questions. Those who take the time to stop, think it through and have a few crystal clear points are amongst the best people I’ve ever worked with.

QUESTIONS THAT DIG INTO HOW THEY THINK:

35. if you were to take over as ceo of your current company tomorrow, and had to increase your company's current rate of growth, what three areas you would invest in.

Jeanne DeWitt heads up Revenue & Growth for North America at Stripe, so naturally her favorite question has a growth bent to it. But by asking candidates to play CEO, she’s uncovered a sharp way to assess them on a few different variables.

“I’ve found it gives candidates an opportunity to highlight their strengths and strategic thinking,” she says. “But it also provides a chance for them to exercise empathy. If they get into how their hypothetical actions as CEO will affect the team, that signals a certain thoughtfulness about how their own working style impacts their peers or reports.”

36. How would you build a product for people who are looking for an apartment?

Bangaly Kaba (VP of Product at Instacart and former head of growth at Instagram) gives candidates 45 minutes to work through this one on a whiteboard. It’s part of the product sense portion of the PM interview process — and he finds that this seemingly mundane hypothetical can prove to be very difficult.

Here’s why it’s one of his favorite questions to ask in an interview:

• There’s no one right answer . “As the interviewer I’m agnostic when it comes to the exact product solution,” says Kaba. “What I care about is the rigor of the candidate’s approach, the depth of thinking and coherence of the product outcome, and the frameworks used to get there.”
• It’s relevant to everyone. “Many product sense questions are niche and pertain to the company you’re interviewing for, which carries bias because there’s asymmetric information between interviewer and interviewee,” he says. “But finding housing is a universal need.”
• It’s hard to game. “Even if you know the question in advance I can offer new constraints or twists that are similar to on-the-fly changes that PMs face day-to-day,” says Kaba. “It checks whether the interviewee can think the thorough the product idea holistically.”

37. What are 10 ways to speed up Domino’s pizza delivery?

When hiring early-career PMs at Coinbase, Max Branzburg likes to throw this unexpected, pizza-chain related inquiry out there.

“There's no one right answer, but what I like about this question is that nearly everyone has the same context beforehand,” he says. “Good responses demonstrate an ability to ask clarifying questions, structure thoughts, be both creative and analytical, and consider technological and operational solutions. Plus, it’s undeniably fun.”

QUESTIONS THAT FLIP THE SCRIPT:

38. what can i tell you about working here.

A few years back at our CTO Summit, Kellan Elliott-McCrea gave an incredible talk on how Etsy grew their number of female engineers by 500% in one year ( see the Review article it inspired right here .) So we weren’t surprised that his take on interviewing was similarly deep and insightful.

The former SVP of Eng at Blink Health and Etsy CTO finds that the fundamental model we use to interview within the tech industry is wrong. “ It assumes we're panning a stream of high performing technical specialists for a few gems. This may have been true once upon a time, but it isn't the world we live in anymore ,” says Elliott-McCrea. “Software is a straightforward technical project, but a difficult social, cultural and operational one.”

Here’s his take on what interviewers should focus on instead:

Treating the interview as a collaboration to make sure that the role is a good fit is the first priority. Making sure the candidate has a positive experience is the second priority. Everything else is a nice-to-have.

39. If you were in my shoes, what attributes would you look for in hiring for this role?

NerdWallet co-founder and CEO Tim Chen recently shared his takeaways from navigating the shift from first-time founder to seasoned exec on the Review, which surfaced some particularly interesting insights on hiring, including how he’s revamped his approach to interviewing execs and the surprisingly honest reason why he interviewed every single person up until the NerdWallet team reached 200 people.

And when we followed up with him to get his favorite interview question, he surfaced yet another intriguing tactic: asking what the candidate would look for if they were on the other side of the table.

“Some of the attributes they list off are surprising,” says Chen. “It helps you think about the role in a different way. I’ve also found that candidates tend to highlight their own strengths, so it gives you a window into who they are. You can also get a sense of whether they’re good at breaking nebulous problems, like hiring, into the key drivers.”

40. What have I not asked you that I should have?

“This question surprises almost everyone,” says Liza Hausman , VP of Industry Marketing at Houzz . (And it’s the perfect one to end on.)

“I like it because it tells me what they think is important about their skills or experience. It also lets me know if they have an interview strategy of their own, which can be useful if they’re going to be building out a team.”

• Writing Style
• How to write …
• Analysis of Speech
• Storytelling
• Career Development

How to Write a Film Review: Preparation, Steps, Examples

• by Anastasiya Yakubovska
• 06.10.2022 10.05.2024
• How to write ...

How to write a film review (true, professional, and comprehensive) and not be limited to the phrase “What a great movie!”? In this article, you will find answers to the next questions:

• How long is a movie review? 
• How many paragraphs does a movie review have? 
• Features of the Film Review 
• Functions of the Movie Review 
• How to Write a Film Review: Preparation for Writing 
• 10 Questions You Need to Answer Before You Start Writing a Movie Review 
• How to Write and Structure a Film Review: Step by Step 

What Is a Film Review?

A film review is a critical judgment or discussion that informs about the release of a new film and contains its analysis, assessment, summary, as well as personal impressions and experiences after watching.

How long is a movie review?

On average, the length of a film review is about 1000 words.

How many paragraphs does a movie review have?

It is recommended that the film review should consist of 5-7 paragraphs.

Read also article “How to Write a Book Review: Step by Step and Examples”.

Features of the Film Review

A film review is a persuasive piece of writing, it has some features as:

• A less formal style of writing. 
• You need to write objectively about the film. 
• But, on the other hand, movie reviews contain personal thoughts and feelings. 
• The film review’s audience is wider and more diverse. 

Movie reviews can be written by two groups of reviewers: professional critics and ordinary consumers. Therefore, the text of the review will differ. In the first case, when the reviewer is a professional critic, he will describe the movie instead of evaluating it. While consumer critics mostly write from a personal perspective. 

What is the main purpose of a film review?

The main purpose of a film review is to inform readers about the film (what can expect from it) and to help them determine if they want to watch the movie. 

Functions of the Movie Review

The film review performs several functions at once: it informs, analyzes, persuades, and entertains. If you can include all of these points in your review, then you will have an excellent result in the end. 

How to Write a Film Review: Preparation for Writing

Writing a review is, of course, a creative process, but you should not forget about the analytical approach to creating a convincing and high-quality text. You must take the work responsibly, which we will do now.

To write a professional film review, you first need to complete the following preparation steps:

• Of course, the first step is to find a film, if it has not been previously chosen by the manager/client/boss. There will be more chances to write a good review if the film was liked by both – film critics and you personally.
• Watch the movie at least 2-3 times. After the first viewing, you will get a general impression of the picture, and try to fully immerse yourself in the atmosphere of the film. Pay attention to the details the next time you watch it: the sound, the actor’s play, the editing, the plot. 
• If you have difficulty understanding the events covered in the film (for example, historical), be sure to find additional information and research the topic.
• If after two viewings you still do not have a final assessment of the film in the form of a brief thesis, watch the film again. You can look at other works of the director who worked on this film, this will help you determine his characteristic style. Also, as an option, you can look at the game of actors in other films (for comparison).
• When watching a movie, take notes: key scenes, interesting plot twists, inconsistencies, details, and quotes. Then, based on them, you can build a review text, and a good quote can become an excellent epigraph.
• Find information about the filming: location, duration, season, details about the filming process, difficulties the production team faced, casting, etc. Such information will make the review more attractive to readers.
• If the film is nominated for awards and prizes, please include this information in your film review. For a potential viewer, such an assessment of the film will be a weighty argument in the direction of -> compulsory viewing.

10 Questions You Need to Answer Before You Start Writing a Movie Review

• Does the film split into multiple parts? A sequel, prequel, or one of the movie series? 
• What is the film genre (action, comedy, historical, drama, fantasy, Western, political, thriller, gangster, horror, tragicomedy, romance, sports, mystery, science fiction)? Is the movie based on real or fictional events?
• Did the screenplay writer create an exciting plot?
• Is the rhythm of the film slow and quiet, heavy and static, or chaotic and frantic?
• What is the film’s rating according to the MPAA? ( G – General Audiences. All ages admitted. PG – Parental Guidance Suggested. PG-13 – Parents Strongly Cautioned. R – Restricted. Under 17 requires an accompanying parent or adult guardian. NC-17 – Adults Only.) 
• Are there any films with a similar/same theme? Sometimes it is worth mentioning some of them in a review, as a comparison.
• How can you characterize the work of a cinematographer? How accurately are the most expressive compositional, lighting solutions, as well as camera angles, selected and embodied?
• Is the film entertaining or covers a serious themes?
• Was the casting successful? Did all the actors cope with their roles?
• Is the atmosphere of the film tense, mysterious, sinister, relaxed, or romantic?

The answers to all of the above questions will help you understand how to write a film review, and above all, create a draft version of your future review. But, of course, this is not enough for the final result.

How to Write and Structure a Film Review: Step by Step

Writing a film review is a long and complicated process. Therefore, it is better to break it down into stages and move step by step. This will help you not to get lost and not get confused in the details.

• The catchy introduction.

The introductory part of the review should contain important information about the film: title, director, release date, and genre. 

You can mention nominations and awards, as well as indicate the box office (if the numbers are impressive) and the cast. 

In addition to “technical” aspects and a simple presentation of the plot, it is necessary to express your impression of the film in the form of a thesis, for example, to tell:

• about the connection of the film’s central idea with current events and social problems;
• about the similarity of the film’s plot with a personal life situation, personal experience, and feelings;
• about the connection of technical elements (lighting, sound, editing) with the theme of the film.

2. Pass the verdict.

Do not torment the reader and express your opinion about the film in the first paragraphs of the review.

You should not leave all the most interesting “for later”. If you decide to give a final assessment of the film at the end of the review, what are the chances that the reader will read to this end?

3. Write a summary of the plot.

Choose 4-5 main events.

Avoid the film’s ending and spoilers. Keep the intrigue. If you want to spoil and share an unusual story development, warn the reader about this.

4. Bring the feelings.

In addition to presenting the plot of the film, you should add emotions to the text of the review and show what you felt while watching it.

5. Define the main purpose of the movie. 

Perhaps the film’s purpose is hidden in its plot. Or maybe the film does not pretend to solve global problems at all. Perhaps the film is entertaining, and this is its advantage – it is relaxed and simple.

Sometimes the main idea of a serious and deep film can be found in an interview with a film crew, a screenwriter, or a director.

6. Add some details of the filmmaking process. 

It is important to know the measure and not to overdo it with the terminology. Here’s what you can write about:

• Cinematography: visual mood, lighting elements, shot sizes and widths, camera angles, etc. 
• Sound. The main goal is to create the necessary atmosphere in the film. Sound in movies includes music, dialogue, sound effects, ambient noise, background noise, and soundtracks. 
• Editing is the creation of a finished motion picture from many shot scenes. A film editor must creatively work with the layers of images, story, dialogue, music, pacing, as well as the actors’ performances to effectively “re-imagine” and even rewrite the film to craft a cohesive whole.
• Mise-en-scène (from French – placement on the stage) is the mutual arrangement of the actors and their environment on the set, natural or pavilion. Mise-en-scene includes landscapes, visual effects, the psychological state of the characters, etc.

7. The deep meaning.

You may be able to spot specific symbolic items, repetitive moments, or key phrases that give depth to the film.

8. Give examples.

It is not enough to say “ an excellent game of actors ”. Explain what exactly caught your attention (appearance, facial expressions, costumes, or movements of the actor). 

9. A convincing conclusion.

Write about the moments in the film that made the biggest impression on you. Share a recommendation. To whom and why do you advise to watch this movie?

10. Reread the review text several times .

Edit, and correct mistakes that can spoil the impression even from a professionally written film review.

Examples of Film Reviews

To consolidate the received information, let’s move from theory to practice. Below are two examples of film reviews.

Apocalypse Now

Review by Roger Ebert

Francis Ford Coppola’s film “Apocalypse Now” was inspired by Heart of Darkness, a novel by Joseph Conrad about a European named Kurtz who penetrated to the farthest reaches of the Congo and established himself like a god. A boat sets out to find him, and on the journey the narrator gradually loses confidence in orderly civilization; he is oppressed by the great weight of the jungle all around him, a pitiless Darwinian testing ground in which each living thing tries every day not to be eaten.

What is found at the end of the journey is not Kurtz so much as what Kurtz found: that all of our days and ways are a fragile structure perched uneasily atop the hungry jaws of nature that will thoughtlessly devour us. A happy life is a daily reprieve from this knowledge.

A week ago I was in Calcutta, where I saw mile upon square mile of squatter camps in which hundreds of thousands live generation after generation in leaky huts of plastic, cardboard and scrap metal, in poverty so absolute it is impossible to see any hope of escape. I do not mean to equate the misery of those hopeless people with a movie; that would be indecent. But I was deeply shaken by what I saw, and realized how precious and precarious is a happy life. And in such a mood I watched “Apocalypse Now” and came to the scene where Col. Kurtz (Marlon Brando) tells Capt. Willard (Martin Sheen) about “the horror.”

Kurtz is a decorated hero, one of the best soldiers in the Army, who has created a jungle sanctuary upriver inside enemy territory, and rules Montagnard tribesmen as his private army. He tells Willard about a day when his Special Forces men inoculated the children of a village against polio: “This old man came running after us and he was crying, he couldn’t see. We went back there, and they had come and hacked off every inoculated arm. There they were in a pile, a pile of little arms. . . .”

What Kurtz learned is that the Viet Cong were willing to go to greater lengths to win: “Then I realized they were stronger than we. They have the strength, the strength to do that. If I had 10 divisions of those men, then our troubles here would be over very quickly. You have to have men who are moral and at the same time who are able to utilize their primordial instincts to kill without feeling, without passion, without judgment.” This is the “horror” that Kurtz has found, and it threatens to envelop Willard, too.

The whole movie is a journey toward Willard’s understanding of how Kurtz, one of the Army’s best soldiers, penetrated the reality of war to such a depth that he could not look any longer without madness and despair.

The film has one of the most haunting endings in cinema, a poetic evocation of what Kurtz has discovered, and what we hope not to discover for ourselves. The river journey creates enormous anticipation about Kurtz, and Brando fulfills it. When the film was released in 1979, his casting was criticized and his enormous paycheck of $1 million was much discussed, but it’s clear he was the correct choice, not only because of his stature as an icon, but because of his voice, which enters the film from darkness or half-light, repeating the words of T.S. Eliot’s despairing “The Hollow Men.” That voice sets the final tone of the film.

Film review: example

Diana biopic Spencer wobbles between the bold and the bad

By Nicholas Barber

You may feel that you’ve had enough of Princess Diana’s story on the big and small screens, what with Naomi Watts taking the role in Oliver Hirschbiegel’s awful Diana in 2013, and then Emma Corrin playing her in the most recent season of The Crown, with the mantel set to be passed in Elizabeth Debicki in the next run. But, to give it its due, Pablo Larraín’s Spencer marks the only time the People’s Princess has been shown delivering a lecture on Anne Boleyn to an old coat that she has just stolen off a scarecrow, and then having a chat with the ghost of Boleyn herself shortly afterwards. The Chilean director doesn’t go in for conventional biopics, as anyone who has seen Jackie (starring Natalie Portman) or Neruda will know. And here again he has gone for a surreal portrait of his iconic subject. The snag is that his experimental art house spirit keeps bumping up against the naffness and the familiarity of British films set in stately homes, so his psychodrama ends up being both ground-breaking and rib-tickling.

It’s set over three days in 1991, from Christmas Eve to Boxing Day, at Sandringham House in Norfolk. The rest of the Royal Family has arrived for their holiday in a fleet of chauffeur-driven cars, but Diana (Kristen Stewart) rocks up on her own in a Porsche convertible, having taken a detour to visit the aforementioned scarecrow: her dilapidated childhood home, from the days when she was Lady Diana Spencer, is a field or two away from Sandringham. Her late arrival concerns the sympathetic head chef (Sean Harris) and bothers the Scottish army veteran (Timothy Spall) who has the job of ensuring that everything goes the way the Queen wants it to. Her Majesty’s insufferable Christmas traditions include weighing all the guests when they arrive and when they leave to ensure that they’ve been sufficiently gluttonous. But Diana is in no mood for festive japes. Her Christmas present from Charles (Jack Farthing) – a necklace with pearls the size of golf balls – is identical to the one he has given his mistress. And the whisper in the servants’ quarters is that the Princess is “cracking up”. The filmmakers apparently agree.

Steering away from the same territory as The Crown, Larraín and Knight don’t fill the film with awkward meals and heated arguments (although there are one of each of those). Prince Charles does some grumbling, but the Queen has hardly any lines and Prince Philip has none: they are closer to menacing waxworks than people. For most of the time, Diana is either talking to her young sons, her trusted personal dresser (Sally Hawkins) or to herself. It’s interesting, this lack of dramatic conflict and discernible plot, but it can leave the film seeming as listless and purposeless as Larraín’s Diana herself. Her favourite occupation is to wander around the estate until she finds something that has an ominous symbolic connection to her, and then make an unconvincing speech about it. Ah, pheasants! So beautiful, yet bred to be killed!

Stewart is such inspired casting that she makes all this eccentric nonsense watchable. She’s been practising Diana’s signature moves for years – dipped head, hunched shoulders – and she certainly knows what it’s like to put up with intrusive tabloid photographers. She also looks suitably fabulous in the many outfits that Diana is required to wear over the long weekend. And unlike Watts’s performance in 2013, hers doesn’t seem distractingly like an impersonation. Mind you, she delivers all her lines in little bursts of hissing whispers, so if you don’t see it with English subtitles, as its first audiences did at the Venice Film Festival, you might not understand more than half of what she says.

The effect is a bit odd, but there are lots of odd things in the film, not least the tone and the pacing, which lurch around like someone who’s had too much after-dinner port. Between Jonny Greenwood’s squalling jazz soundtrack, the hallucinations, and the blush-making sexual confessions, Spencer is a folly that wobbles between the bold and the bad, the disturbingly gothic and the just plain silly. In some scenes, it’s heart-rending in its depiction of Diana’s self-harm and bulimia. In others, it’s almost as risible as the Diana biopic from 2013, and that’s saying something. I didn’t know any more about Diana afterwards than I did beforehand, but I can’t say I didn’t enjoy it. This is a film that echoes The Shining at the start and 2001: A Space Odyssey at the end. The Crown Christmas Special it ain’t.

Sources of information: 

• “The Film Analysis Handbook” by Thomas Caldwell. 
• https://payforwriting.com/writing/creating-review/how-to-write-movie-review
• www.mtsu.edu
• www.sciencedirect.com/science
• Image:   freepik.com
• Poster from the film Apocalypse Now

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20 Common Film Director Interview Questions and Answers

Common Film Director interview questions, how to answer them, and sample answers from a certified career coach.

Being a film director requires creativity, passion, and the ability to bring a story to life on the big screen. But before you can start making movies, you have to make it through the interview process.

If you’re looking for a job as a film director, you may be wondering what questions you could get asked during an interview. To help, we’ve rounded up some of the most common film director interview questions—plus tips on how to answer them in a way that will impress your potential employer.

• What is your creative process for developing a film concept?
• How do you collaborate with writers, producers and other members of the production team to bring your vision to life?
• Describe a time when you had to make a difficult decision on set that impacted the outcome of the film.
• Explain how you approach casting actors for a project.
• Are you comfortable working with a limited budget? If so, what strategies do you use to maximize resources?
• How do you handle disagreements between yourself and other members of the production team?
• What techniques do you use to ensure continuity in a scene or across multiple scenes?
• How do you manage the expectations of studio executives while still staying true to your artistic vision?
• Do you have experience directing special effects sequences?
• How do you work with cinematographers to create the desired look and feel of a film?
• What are some of the challenges you face when shooting on location?
• How do you motivate cast and crew during long days on set?
• How do you handle unexpected changes in schedule or weather conditions?
• What strategies do you use to keep morale high among cast and crew?
• How do you handle feedback from test audiences or studio executives?
• How do you stay organized and focused when managing multiple projects at once?
• What methods do you use to ensure accuracy and consistency in post-production?
• How do you handle last minute script changes or rewrites?
• What techniques do you use to capture natural performances from actors?
• How do you balance the need for creativity with the demands of commercial success?

1. What is your creative process for developing a film concept?

This question is a great way for a potential employer to understand what kind of director you are and how you think about the process of creating a film. It will give the interviewer a better idea of your vision and how you will work with the other members of the production team. It also gives you a chance to show your passion for filmmaking and how you approach each project.

How to Answer:

To answer this question, you should talk about the steps you take when coming up with a concept for a film. Explain how you brainstorm ideas, research what has already been done in the genre and industry, and develop characters and storylines. Talk about any techniques you use to stay creative, such as watching films or reading books in the same genre. You can also discuss your experience working with writers, producers, and other members of the production team to bring your vision to life.

Example: “My creative process for developing a film concept starts with brainstorming and research. I like to watch films in the same genre, read books that are related to the project, and talk to people who have worked on similar projects. This helps me to get ideas and understand what has already been done in the industry. Then I start to develop characters and storylines, making sure that each character is unique and compelling. Once I have an idea of the story I want to tell, I work closely with writers and producers to bring it to life. I also collaborate with cinematographers and other members of the production team to make sure everyone is on the same page and working towards the same vision.”

2. How do you collaborate with writers, producers and other members of the production team to bring your vision to life?

Directors are the creative force behind a movie or other film production, but they also need to be able to work with a variety of people to make sure their vision comes to life. Interviewers want to know that you’re able to work with other people to help bring your vision to life, and that you understand the importance of collaboration in the filmmaking process.

Talk about the steps you take when coming up with a concept for a film. It could include reading scripts, researching other films or stories, and talking to people who are knowledgeable in the topic of your movie. You should also talk about how you collaborate with others throughout the process, such as working with writers, producers, actors, and crew members to make sure everyone is on the same page and that the final product reflects your vision.

Example: “When I’m working on a film, my first step is to read the script and identify what elements of it can be used to bring my vision to life. Then I’ll do research into similar films or stories that have been done before, so that I can get an idea of how to make this project unique. After that, I like to talk with writers and producers to get their input on the story and characters, as well as any other ideas they might have for the project. Finally, I collaborate with actors and crew members during filming to ensure we’re all working together to create something special. By involving everyone in the process, I find that I’m able to bring my vision to life in a way that’s true to the original concept.”

3. Describe a time when you had to make a difficult decision on set that impacted the outcome of the film.

Directing a movie is a lot of responsibility and requires a lot of decision-making. Interviewers want to know that you’re able to make tough choices in the moment and that you’re able to think critically and objectively. This question also allows you to show off your problem-solving skills, as well as your ability to take ownership of the decisions you make and the outcomes of those decisions.

To answer this question, you should provide an example of a time when you had to make a difficult decision on set and explain the thought process behind it. Be sure to talk about how your decision impacted the outcome of the film, both positively and negatively. You can also discuss what you learned from the experience and how you would handle similar situations in the future.

Example: “When I was directing my last feature film, we had a particularly challenging scene that needed to be filmed in one take. The actors were struggling with their lines and the camera crew was having trouble getting the right angles. After much deliberation, I decided to break up the scene into multiple shots instead of shooting it all at once. This decision allowed us to capture the emotion and intensity of the scene while also making sure we stayed on schedule and within budget. Ultimately, this decision paid off as the scene ended up being one of the highlights of the movie.”

4. Explain how you approach casting actors for a project.

Casting actors is a crucial part of a director’s job. It’s important to know how you approach the process and what you consider when choosing the right actors for your project. The interviewer might want to know if you have a vision for the characters and how you go about finding the right actors to bring that vision to life. They might also want to know if you have any specific techniques for helping actors get into character or how you work with them to develop the script.

You should be prepared to discuss the steps you take when casting actors. Talk about how you research potential actors and what criteria you use to select them. Do you look for certain types of personalities or physical traits? Are there any techniques you use to help actors get into character? Also, mention if you have ever had to make difficult decisions in terms of casting and how you handled it. Finally, talk about how you collaborate with the actors once they are cast and how you work together to bring the script to life.

Example: “When it comes to casting for a project, I like to start by doing some research into potential actors and then narrowing down the list based on criteria that I think will work best. For instance, if I’m looking for a lead actor with a certain look or mannerisms, I’ll make sure to include those in my search parameters. From there, I like to have a few rounds of auditions so that I can get a better feel for how each actor interprets the script. Once I’ve found the right actors, I make sure to take the time to develop relationships with them and collaborate closely during pre-production. I also believe in giving actors freedom to explore their characters and bring unique elements to their roles. Ultimately, I strive to create an environment where everyone is comfortable enough to do their best work.”

5. Are you comfortable working with a limited budget? If so, what strategies do you use to maximize resources?

Working with a film budget is a delicate balance of artistry and financial responsibility. Directors need to show that they can effectively manage both the creative and financial aspects of the project. This question allows interviewers to understand how you approach this balance and how you’re able to stretch resources to create the best possible product.

Show that you’re able to work within the parameters of a limited budget. Talk about strategies you’ve used in the past, such as finding creative ways to reuse props and sets, negotiating discounts with vendors, or working with local talent who may be willing to work for lower rates. Also, emphasize your ability to think outside the box and come up with solutions that don’t involve spending money.

Example: “I understand the importance of working with a limited budget. One of my most successful films was made on an extremely tight budget, and I was able to maximize resources by being creative in how we used our time and materials. For example, instead of renting props, I had my team scour thrift stores for items that could be repurposed or redesigned into what we needed. We also formed relationships with local vendors who were willing to give us discounts in exchange for promotion. My goal is always to create something beautiful without overspending.”

6. How do you handle disagreements between yourself and other members of the production team?

Film directing is a highly collaborative and creative process that often involves a lot of different perspectives and opinions. Even the best directors can run into disagreements with their team members and it’s important for them to be able to handle these disagreements in a constructive way. This question is designed to get a sense of how you handle conflict and how you create a productive environment on set.

To answer this question, you should emphasize your ability to listen and respect different perspectives while also remaining firm on creative decisions. Talk about how you strive to create a productive environment on set by fostering open communication and collaboration between team members. You can also talk about how you’ve handled disagreements in the past: did you take time to discuss the issue with the team member or did you make an executive decision? Finally, be sure to mention that you value everyone’s opinion and are willing to compromise when necessary.

Example: “I understand that disagreements can be part of a creative process and I always strive to create an open, collaborative environment on set. I think it’s important to listen to every team member’s opinion and respect their perspective while also being firm in my decisions as the director. In the past, when I’ve encountered disagreements with other members of the production team, I take time to discuss the issue and try to find common ground. Ultimately, I trust my gut instincts but am willing to compromise if necessary—I want everyone to feel like they’re heard and respected.”

7. What techniques do you use to ensure continuity in a scene or across multiple scenes?

Directors are responsible for overseeing the entire filmmaking process, from pre-production to post-production. They need to be able to organize and coordinate a team of people and make sure that all of the elements of the film come together in a cohesive and aesthetically pleasing way. This means maintaining continuity in scenes, which requires attention to detail and the ability to think on your feet.

To answer this question, you should talk about the different techniques that you use to ensure continuity in a scene or across multiple scenes. You can discuss how you pay attention to small details such as lighting, camera angles, and props, and how you work with the crew to make sure everything is consistent from shot to shot. You can also talk about how you keep track of all the elements of a scene and how you plan ahead to anticipate any potential issues. Finally, you can mention any special techniques or approaches that you have developed over time to maintain continuity.

Example: “I use a variety of techniques to ensure continuity in scenes and across multiple scenes. I pay close attention to small details like lighting, camera angles, and props to make sure that everything looks consistent from shot to shot. I also work closely with the crew to ensure that all the elements of the scene are properly set up and match what we have planned out ahead of time. Additionally, I have developed my own methods for keeping track of all the elements of a scene so that nothing is left out or forgotten. Finally, I always plan ahead to anticipate any potential issues that could arise during filming and adjust accordingly.”

8. How do you manage the expectations of studio executives while still staying true to your artistic vision?

Directors must often balance the expectations of the studio executives or producers with their own artistic vision. The interviewer wants to know how you handle this delicate balance. Do you take feedback from the studio and incorporate it, or do you stick to your guns and fight for your vision? They also want to know if you can manage the pressure of producing a product that satisfies both the studio and yourself.

First, you should explain your creative process and how that helps you stay true to your vision. Talk about the importance of staying organized and communicating with studio executives early on in the project so they are aware of your expectations. Show that you understand their needs as well, and make sure to emphasize your ability to work collaboratively. Finally, show that you know when it’s time to compromise and make changes if necessary, but also that you can confidently defend your artistic decisions.

Example: “I believe the key to balancing studio expectations and my own artistic vision is communication. It’s important to stay organized and set expectations early on. I always strive to create an environment of collaboration and open communication with the studio, so that I can stay true to my vision while also meeting their needs. I understand that at times I may need to compromise, but I also know when it’s important to stand my ground and fight for my creative decisions. I’ve had success in the past managing this balance and I believe I can bring that same level of success to this project.”

9. Do you have experience directing special effects sequences?

Special effects sequences can be some of the most complex and expensive parts of a film project. Directors need to be able to manage the team, budget, and timeline for this work. This question helps the interviewer understand your experience and confidence in this area.

If you have experience directing special effects sequences, be sure to share specific examples of your work. Talk about the challenges you faced and how you overcame them. If you don’t have direct experience in this area, talk about other projects that demonstrate similar skills such as managing a large team, working with a tight budget, or staying on schedule. You can also explain what steps you would take to learn more and become proficient in this area.

Example: “I don’t have direct experience directing special effects sequences, but I do have experience managing large teams and staying on schedule and budget. I recently directed a short film that included some special effects, and I worked closely with the special effects team to ensure that the effects were on-budget and on-schedule. I’m confident that I could learn more about the technical aspects of special effects and be able to direct special effects sequences in the future.”

10. How do you work with cinematographers to create the desired look and feel of a film?

Directors are responsible for the overall style and feel of a film, but often work with a cinematographer to bring that vision to life. An interviewer may ask this question to get a sense of how you work with a team to create a visual aesthetic and how you collaborate with other creatives to achieve a certain look.

As a director, it is important to have an open dialogue with the cinematographer in order to ensure that your vision for the film is being realized. I make sure to communicate my ideas and expectations clearly so that we can work together to create the desired look and feel of the movie. I also take into consideration the cinematographer’s experience and expertise when making decisions about lighting, camera angles, and other aspects of the visual presentation. Through collaboration, I strive to create a unique and captivating viewing experience for audiences.

Example: “As a director, I understand the importance of creating a unique visual style for each film. I strive to have an open dialogue with my cinematographer to ensure that we are both on the same page when it comes to the look and feel of the movie. I take into account the cinematographer’s experience and expertise when making decisions about lighting, camera angles, and other aspects of the visual presentation. I also make sure to communicate my ideas and expectations clearly so that we can work together to create a captivating viewing experience for audiences.”

11. What are some of the challenges you face when shooting on location?

This question is designed to see if the candidate has a realistic understanding of the challenges that come with directing a movie. Working on location can be difficult, especially if the conditions are not ideal. The interviewer wants to know if the candidate is prepared to handle whatever comes their way, whether it’s finding the right angles, dealing with bad weather, or working with a limited budget.

The best way to answer this question is to be honest about the challenges you’ve faced in the past and how you overcame them. Talk about specific experiences and give examples of how you adjusted your approach to fit different locations. Show that you are flexible and can adapt to whatever comes your way. Additionally, emphasize any strategies you have developed to make shooting on location easier, such as scouting out potential locations ahead of time or researching local regulations.

Example: “I understand the challenges involved with shooting on location, and I’ve faced them many times in the past. I’ve encountered everything from bad weather to limited budgets. In those cases, I try to make the most of the resources I have by scouting out multiple locations ahead of time, so I can be prepared for whatever comes my way. I also research local regulations and make sure I’m in compliance with all laws and regulations. By doing this, I’m able to stay on schedule and keep the production running smoothly.”

12. How do you motivate cast and crew during long days on set?

Directors must be able to keep their cast and crew motivated, even in tough working conditions. This question allows the interviewer to assess how you handle difficult situations and how you work to keep morale up when the job gets tough. Your answer will provide insight into how you handle stress, how you interact with team members, and how you work to ensure everyone is working together for the same goal.

To answer this question, focus on how you have motivated cast and crew in the past. Talk about specific strategies or tactics you have used to keep everyone focused and energized throughout long days of shooting. Examples could include offering incentives for completing tasks quickly, setting achievable goals for each day, providing breaks and snacks, or celebrating successes along the way. You want to show that you understand the importance of keeping morale up, even when times are tough.

Example: “I have found that one of the most important things to do when working with a cast and crew during long days on set is to keep morale high. I like to set small, achievable goals for each day and celebrate successes along the way. I also like to provide incentives for completing tasks quickly, such as offering snacks or breaks. I also ensure that everyone has a clear understanding of the vision and how their work contributes to it. I believe that this approach helps to ensure that everyone is working together towards the same goal and keeps everyone motivated to continue working.”

13. How do you handle unexpected changes in schedule or weather conditions?

Filmmaking can be unpredictable, and part of a director’s job is to make the best of any situation. From limited shooting days to changing weather conditions, you’ll need to be able to think on your feet and make adjustments to keep the production on track. Your answer should show the interviewer that you can handle the unexpected and that you’re capable of adapting to any situation.

Start by talking about any experience you have with handling unexpected changes in the past. If you don’t have much experience, that’s OK—just talk about how you would go about dealing with it. Talk about how you’d work closely with your team to come up with a plan of action and make sure everyone is on board. Emphasize your ability to stay calm under pressure and think quickly on your feet.

Example: “I understand that when it comes to filmmaking, there can be a lot of unexpected changes in schedule or weather conditions. I’ve handled these changes in the past by working closely with my team to come up with a plan of action. I make sure everyone is on board and able to adjust quickly to the situation. I’m also good at staying calm under pressure and thinking quickly on my feet, which helps me come up with creative solutions to any unexpected challenges.”

14. What strategies do you use to keep morale high among cast and crew?

Making a movie requires a lot of collaboration between a lot of different people with different skills and different perspectives. Keeping morale high while working in such a fast-paced and intense environment is essential to ensuring that everyone involved can do their best work. As a director, you’ll need to be able to recognize when people are struggling and use strategies to help them stay motivated and focused.

You should be prepared to discuss strategies you’ve used in the past to keep morale high, as well as any techniques you use to recognize when people are struggling and need a boost. Examples of strategies you can mention include providing regular feedback, offering incentives or rewards for good work, recognizing team members publicly, creating a positive environment on set, and taking time to listen to everyone’s ideas and concerns. You can also talk about how you build relationships with cast and crew and make sure they feel respected and appreciated.

Example: “I always strive to create an environment on set that is positive, collaborative, and fun. I believe in giving regular feedback to my team members so that they know what they’re doing well and what areas they can improve on. I also like to recognize individuals publicly for their hard work and effort, and I try to offer incentives or rewards for a job well done. In addition, I make sure to take the time to listen to everyone’s ideas and concerns, and I strive to build strong relationships with my cast and crew so that they feel respected and appreciated.”

15. How do you handle feedback from test audiences or studio executives?

Filmmaking is a collaborative art form and requires a director to take feedback from many different people. The interviewer wants to know if you can take criticism and use it to improve your work without getting defensive or losing sight of your creative vision. Being able to incorporate feedback while still staying true to your own vision is an important skill for any director.

To answer this question, you should emphasize your ability to be open-minded and flexible. Talk about how you take feedback seriously, but also make sure that you understand the reasoning behind it before making any changes. You should also explain how you use feedback to refine and improve your work without compromising your overall vision. Finally, demonstrate how you’re able to stay calm and professional when receiving criticism, no matter who it comes from.

Example: “I understand that filmmaking is a collaborative process and that I need to be open to feedback from test audiences and studio executives. I take all feedback seriously and try to understand the reasoning behind it before making any changes. I’m also able to incorporate feedback in a way that still keeps my overall creative vision intact. I always remain professional and calm when receiving criticism, and I use it to refine and improve my work. I’ve found that this approach helps me to create a better product in the end.”

16. How do you stay organized and focused when managing multiple projects at once?

Directors often have to juggle multiple projects at once, from pre-production to post-production and everything in between. It’s important to be a master of multitasking, staying organized and focused, and delegating tasks to the right people. Interviewers will want to see that you have the ability to stay on top of your projects and communicate with your team effectively.

Talk about any organizational strategies you have in place, such as using a project management software to track tasks and timelines. You can also discuss how you delegate tasks to the right people, such as assigning certain roles to your assistant director or production manager. Be sure to emphasize that even when managing multiple projects at once, you’re still able to stay focused on each individual task and maintain quality control.

Example: “I’ve become quite adept at multitasking and staying organized when it comes to managing multiple projects. I use a project management software to track tasks, timelines, and progress. I also delegate tasks to the right people, so that I can stay focused on the big-picture. I’m very conscious of maintaining quality control, and I’m always available to answer questions and provide feedback to my team. I also make sure to schedule regular check-ins with my production manager so that I can stay on top of any changes or issues that may arise.”

17. What methods do you use to ensure accuracy and consistency in post-production?

The post-production process can be very challenging, requiring a great deal of attention to detail and creative problem-solving. Directors need to be able to manage a large number of moving pieces, from color correction and sound mixing to editing and special effects. Interviewers want to know that you have the technical knowledge and experience to ensure accuracy and consistency in the post-production stage.

To answer this question, you should provide examples of how you have achieved accuracy and consistency in post-production. This could include using software such as Adobe Premiere Pro or Final Cut Pro to edit the footage, ensuring that all shots are properly color-corrected and balanced, utilizing sound mixing techniques to make sure dialogue is clear and audible, and creating special effects to enhance the overall visuals. Additionally, you can mention any specific methods you use to ensure accuracy and consistency, such as creating shot lists before each shoot, making backups of your work at regular intervals, and double-checking for errors before delivering a final product.

Example: “To ensure accuracy and consistency in post-production, I use a combination of technical and creative skills. I utilize software such as Adobe Premiere Pro and Final Cut Pro to edit the footage, making sure that all shots are properly color-corrected and balanced. I also utilize sound mixing techniques to ensure dialogue is clear and audible, and create special effects to enhance the overall visuals. Additionally, I always create shot lists before each shoot, make backups of my work at regular intervals, and double-check for errors before delivering a final product.”

18. How do you handle last minute script changes or rewrites?

Making a movie can be a long and complex process, and things don’t always go according to plan. It takes a lot of flexibility, creativity, and problem-solving to keep a production on track, and a good director needs to be able to handle any changes that come up. This question is designed to gauge your ability to think on your feet and make sure that you’re up to the task.

Start by discussing how you handle stressful situations and the steps you take to stay organized. It’s important to show that you are able to remain calm and focused in a crisis, as well as being able to think creatively and find solutions quickly. Talk about any experience you have with script changes or rewrites. Describe the process you took to make sure everyone was on board and that the production stayed on track. Show that you can be flexible and adaptive when needed, while still maintaining your vision for the project.

Example: “When it comes to script changes or rewrites, I always make sure that I’m staying organized and on top of the situation. I’ve learned that the key to dealing with last minute changes is to keep open communication with the cast and crew, as well as taking the time to discuss the changes with the writer. I’ve also found that it’s important to remain flexible and willing to adjust my plans as needed. I’ve had to do this several times in my previous projects and it always helps to keep the production on track. I think my experience with last minute changes and rewrites makes me well-suited to handle any production challenges that may come up.”

19. What techniques do you use to capture natural performances from actors?

Directors must be able to get the best out of their actors, and this question is designed to see how you achieve that. You should be able to talk about the various methods you use to create a relaxed and natural atmosphere on set, as well as how you communicate with actors to get the best performance out of them. This is a key skill for any director and the interviewer wants to be sure you’re up to the task.

Your answer should focus on your ability to create a relaxed and trusting atmosphere for the actor. Talk about how you communicate with actors, both before and during filming. Explain how you provide direction and feedback in an encouraging way that helps them deliver their best performance. You should also talk about how you use rehearsal time to work out any kinks or issues before shooting begins. This will show the interviewer that you have a deep understanding of the craft and know how to get the most out of your actors.

Example: “My goal as a director is to create an atmosphere of trust and collaboration that allows actors to feel comfortable and deliver their best performance. I take the time to get to know my actors both on and off set, so that I can better understand their individual needs and provide them with the direction and feedback they need to perform at their best. I also believe in the power of rehearsing, so I make sure I have plenty of time to work with the actors on their lines and blocking before we begin filming. By taking these steps, I’m able to capture natural performances that bring my films to life.”

20. How do you balance the need for creativity with the demands of commercial success?

This question is designed to gauge your understanding of the role of a film director. It’s an important skill to be able to balance the need for creative expression with the expectations of the market. Film directors need to be able to create works of art that will be both successful and profitable. They also need to be able to work with actors, writers, and other crew members to produce a film that will appeal to both the artistic and commercial sides of the industry.

To answer this question, you should explain your understanding of the need for creativity and commercial success in filmmaking. Explain how you have been able to balance both in past projects, or how you would go about balancing them in a future project. You can also talk about how you collaborate with other crew members to ensure that everyone’s creative vision is respected while still meeting the demands of the market.

Example: “I take a collaborative approach to my film projects and make sure that everyone is on the same page in terms of the vision for the project. I work closely with the writers, actors, and other crew members to ensure that everyone’s creative expression is respected and taken into account. At the same time, I understand that commercial success is important and I strive to create films that will appeal to a wide audience. I always strive to create the best possible product, while still keeping the commercial success of the film in mind.”

20 Common Senior Product Manager Interview Questions

20 common digital project manager interview questions, you may also be interested in..., 30 data science consultant interview questions and answers, 30 assistant producer interview questions and answers, 20 electrical engineer interview questions and answers, 30 echocardiographer interview questions and answers.

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How to Write a Movie Review

Last Updated: August 11, 2024 Fact Checked

This article was co-authored by Marissa Levis . Marissa Levis is an English Teacher in the Morris County Vocational School District. She previously worked as an English director at a tutoring center that caters to students in elementary and middle school. She is an expert in creating a curriculum that helps students advance their skills in secondary-level English, focusing on MLA formatting, reading comprehension, writing skills, editing and proofreading, literary analysis, standardized test preparation, and journalism topics. Marissa received her Master of Arts in Teaching from Fairleigh Dickinson University. There are 14 references cited in this article, which can be found at the bottom of the page. This article has been fact-checked, ensuring the accuracy of any cited facts and confirming the authority of its sources. This article has been viewed 5,650,471 times.

Whether a movie is a rotten tomato or a brilliant work of art, if people are watching it, it's worth critiquing. A decent movie review should entertain, persuade and inform, providing an original opinion without giving away too much of the plot. A great movie review can be a work of art in its own right. Read on to learn how to analyze a movie like a professional film critic, come up with an interesting thesis, and write a review as entertaining as your source material.

Sample Movie Reviews

Writing an Intro for a Movie Review

• Comparison to Relevant Event or Movie: "Every day, our leaders, politicians, and pundits call for "revenge"– against terrorist groups, against international rivals, against other political parties. But few of them understand the cold, destructive, and ultimately hollow thrill of revenge as well as the characters of Blue Ruin. "
• Review in a nutshell: "Despite a compelling lead performance by Tom Hanks and a great soundtrack, Forrest Gump never gets out of the shadow of its weak plot and questionable premise."
• Context or Background Information: " Boyhood might be the first movie made where knowing how it was produced–slowly, over 12 years, with the same actors–is just as crucial as the movie itself."

• Using stars, a score out of 10 or 100, or the simple thumbs-up and thumbs-down is a quick way to give your thoughts. You then write about why you chose that rating.
• Great Movie: ABC is the rare movie that succeeds on almost every level, where each character, scene, costume, and joke firing on all cylinders to make a film worth repeated viewings."
• Bad Movie: "It doesn't matter how much you enjoy kung-fu and karate films: with 47 Ronin, you're better off saving your money, your popcorn, and time."
• Okay Movie: "I loved the wildly uneven Interstellar far more than I should have, but that doesn't mean it is perfect. Ultimately, the utter awe and spectacle of space swept me through the admittedly heavy-handed plotting and dialogue."

• Great: "Michael B. Jordan and Octavia Spencer's chemistry would carry Fruitvale Station even if the script wasn't as good. The mid-movie prison scene in particular, where the camera never leaves their faces, shows how much they can convey with nothing but their eyelids, the flashing tension of neck muscles, and a barely cracking voice."
• Bad: " Jurassic World's biggest flaw, a complete lack of relatable female characters, is only further underscored by a laughably unrealistic shot of our heroine running away from a dinosaur – in heels."
• Okay: "At the end of the day, Snowpiercer can't decide what kind of movie it wants to be. The attention to detail in fight scenes, where every weapon, lightbulb, and slick patch of ground is accounted for, doesn't translate to an ending that seems powerful but ultimately says little of substance."

• Does the film reflect on a current event or contemporary issue? It could be the director's way of engaging in a bigger conversation. Look for ways to relate the content of the film to the "real" world.
• Does the film seem to have a message, or does it attempt to elicit a specific response or emotion from the audience? You could discuss whether or not it achieves its own goals.
• Does the film connect with you on a personal level? You could write a review stemming from your own feelings and weave in some personal stories to make it interesting for your readers.

Composing Your Review

• When you name characters in your plot summary, list the actors' names directly afterward in parenthesis.
• Find a place to mention the director's name and the full movie title.
• If you feel you must discuss information that might "spoil" things for readers, warn them first.

• Cinematography: " Her is a world drenched in color, using bright, soft reds and oranges alongside calming whites and grays that both build, and slowly strip away, the feelings of love between the protagonists. Every frame feels like a painting worth sitting in."
• Tone: "Despite the insane loneliness and high stakes of being stuck alone on Mars, The Martian's witty script keeps humor and excitement alive in every scene. Space may be dangerous and scary, but the joy of scientific discovery is intoxicating."
• Music and Sound: " No Country For Old Men's bold decision to skip music entirely pays off in spades. The eerie silence of the desert, punctuated by the brief spells of violent, up-close-and-personal sound effects of hunter and hunted, keeps you constantly on the edge of your seat."
• Acting: "While he's fantastic whenever he's on the move, using his cool stoicism to counteract the rampaging bus, Keanu Reeves can't quite match his costar in the quiet moments of Speed, which falter under his expressionless gaze."

• Keep your writing clear and easy to understand. Don't use too much technical filmmaking jargon, and make your language crisp and accessible.
• Present both the facts and your opinion. For example, you might state something such as, "The Baroque background music was a jarring contrast to the 20th century setting." This is a lot more informative then simply saying, "The music was a strange choice for the movie."

• Great: "In the end, even the characters of Blue Ruin know how pointless their feud is. But revenge, much like every taut minute of this thriller, is far too addictive to give up until the bitter end.""
• Bad: "Much like the oft-mentioned "box of chocolates", Forest Gump has a couple of good little morsels. But most of the scenes, too sweet by half, should have been in the trash long before this movie was put out."
• Okay: "Without the novel, even revolutionary concept, Boyhood may not be a great movie. It might not even be "good.” But the power the film finds in the beauty of passing time and little, inconsequential moments – moments that could only be captured over 12 years of shooting – make Linklater's latest an essential film for anyone interested in the art of film."

Polishing Your Piece

• Ask yourself whether your review stayed true to your thesis. Did your conclusion tie back in with the initial ideas you proposed?
• Decide whether your review contains enough details about the movie. You may need to go back and add more description here and there to give readers a better sense of what the movie's about.
• Decide whether your review is interesting enough as a stand-alone piece of writing. Did you contribute something original to this discussion? What will readers gain from reading your review that they couldn't from simply watching the movie?

Studying Your Source Material

• The title of the film, and the year it came out.
• The director's name.
• The names of the lead actors.

• Make a note every time something sticks out to you, whether it's good or bad. This could be costuming, makeup, set design, music, etc. Think about how this detail relates to the rest of the movie and what it means in the context of your review.
• Take note of patterns you begin to notice as the movie unfolds.
• Use the pause button frequently so you make sure not to miss anything, and rewind as necessary.

• Direction: Consider the director and how he or she choose to portray/explain the events in the story. If the movie was slow, or didn't include things you thought were necessary, you can attribute this to the director. If you've seen other movies directed by the same person, compare them and determine which you like the most.
• Cinematography: What techniques were used to film the movie? What setting and background elements helped to create a certain tone?
• Writing: Evaluate the script, including dialogue and characterization. Did you feel like the plot was inventive and unpredictable or boring and weak? Did the characters' words seem credible to you?
• Editing: Was the movie choppy or did it flow smoothly from scene to scene? Did they incorporate a montage to help build the story? And was this obstructive to the narrative or did it help it? Did they use long cuts to help accentuate an actor's acting ability or many reaction shots to show a group's reaction to an event or dialogue? If visual effects were used were the plates well-chosen and were the composited effects part of a seamless experience? (Whether the effects looked realistic or not is not the jurisdiction of an editor, however, they do choose the footage to be sent off to the compositors, so this could still affect the film.)
• Costume design: Did the clothing choices fit the style of the movie? Did they contribute to the overall tone, rather than digressing from it?
• Set design: Consider how the setting of the film influenced its other elements. Did it add or subtract from the experience for you? If the movie was filmed in a real place, was this location well-chosen?
• Score or soundtrack: Did it work with the scenes? Was it over/under-used? Was it suspenseful? Amusing? Irritating? A soundtrack can make or break a movie, especially if the songs have a particular message or meaning to them.

Expert Q&A

• If you don't like the movie, don't be abusive and mean. If possible, avoid watching the movies that you would surely hate. Thanks Helpful 0 Not Helpful 0
• Understand that just because the movie isn't to your taste, that doesn't mean you should give it a bad review. A good reviewer helps people find movie's they will like. Since you don't have the same taste in movies as everyone else, you need to be able to tell people if they will enjoy the movie, even if you didn't. Thanks Helpful 0 Not Helpful 0
• Structure is very important; try categorizing the different parts of the film and commenting on each of those individually. Deciding how good each thing is will help you come to a more accurate conclusion. For example, things like acting, special effects, cinematography, think about how good each of those are. Thanks Helpful 0 Not Helpful 0

You Might Also Like

Expert Interview

Thanks for reading our article! If you’d like to learn more about writing, check out our in-depth interview with Marissa Levis .

• ↑ https://owl.purdue.edu/owl/subject_specific_writing/writing_in_literature/writing_about_film/terminology_and_starting_prompts.html
• ↑ https://www.spiritofbaraka.com/how-write-a-movie-review
• ↑ https://www.nyfa.edu/student-resources/9-tips-for-writing-a-film-review/
• ↑ https://en.oxforddictionaries.com/writing-help/top-tips-for-writing-a-review
• ↑ https://writingcenter.unc.edu/tips-and-tools/summary-using-it-wisely/
• ↑ https://twp.duke.edu/sites/twp.duke.edu/files/file-attachments/film-review-1.original.pdf
• ↑ https://www.dailywritingtips.com/7-tips-for-writing-a-film-review/
• ↑ https://owl.purdue.edu/owl/subject_specific_writing/writing_in_literature/writing_about_film/film_writing_sample_analysis.html
• ↑ https://learning.hccs.edu/faculty/onnyx.bei/dual-credit/movie-review-writing-guide
• ↑ https://writingcenter.unc.edu/tips-and-tools/conclusions/
• ↑ https://www.grammarly.com/blog/how-to-write-a-movie-review/
• ↑ https://gustavus.edu/writingcenter/handoutdocs/editing_proofreading.php
• ↑ https://writingcenter.unc.edu/tips-and-tools/editing-and-proofreading/
• ↑ https://edusson.com/blog/how-to-write-movie-review

About This Article

To write a movie review, start with a compelling fact or opinion to hook your readers, like "Despite a great performance by Tom Hanks, Forrest Gump never overcomes its weak plot." Then, elaborate on your opinion of the movie right off the bat so readers know where you stand. Once your opinion is clear, provide examples from the movie that prove your point, like specific scenes, dialogue, songs, or camera shots. To learn how to study a film closely before you write a review, scroll down! Did this summary help you? Yes No

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• Introduction
• Theological/missiological framework
• Media Engagement as a Lausanne Theme
• Media Awareness
• Media Ministries
• Media Presence
• Introducing Lausanne
• Global Consultation 2013
• Regional Consultation 2012
• ELF Media Communicators Network

20 Questions to Ask When Watching a Film

Focus: The Art and Soul of Cinema

First response

• How did the film make you feel? What aspects worked well, and which didn’t (think about writing, direction, cinematography, acting, editing and soundtrack)?
• To what extent did it fit with your expectations, or did it subvert them in some ways?
• What causes the major turning points in the narrative come?
• Does the world of the film work like the real world? If not, what are the differences?
• How does the film end? Is everything resolved? How? If not, why not?
• How would you describe the main characters? What are their goals? What problems do they face?
• What choices do the characters make? What motivates them? What are the consequences?
• What do the main characters learn about themselves, and how do they change? Meaning
• Whose point of view does the camera represent?
• How is our attention drawn to particular images? How are particular visual elements used as symbols or metaphors?
• How does the film’s editing contribute to the meaning of the film?
• How does the film handle the underlying themes (morality, politics, religion, sexuality, happiness, freedom, love, spirituality, identity, etc.)?
• Are there are religious themes or connections? How is faith treated (if at all)?
• What is the view of reality? Is there any place for God or other spiritual dimensions to life? Is impersonal fate used as a substitute for God?
• What is the view of humanity? What does the film say about the nature of human beings? What does the film say about communities and families?
• How is the image of God within human beings seen in this film? How is human rebellion against God expressed?
• What is the view of knowledge? How do characters know what is true (experience, logic, intuition or revelation)? How do they make decisions? Where do they find wisdom?
• What is the view of morality? What does goodness mean? How do characters make moral decisions? What are the characters’ values, and are these the same as the film’s values?
• What do human beings most need in life? Does the film identify any universal problems confronting human beings? What do humans need in order to flourish? What does it see as the point of life? What substitutes for God are there in the film?
• What good insights into life are there in the film? What does it get wrong? How might it affect viewers?

About the Author

Tony Watkins

Tony is the Network Co-ordinator for the Lausanne Media Engagement Network. He helps Christian leaders in relating media and the Bible (especially the prophets) through his work as a speaker and writer . Tony works partly in association with Damaris Norway , but lives in the UK. See all Tony’s articles on EngagingMedia.info. 

Photo credit: © Bartosch Salmanski . Used under a Creative Commons (CC-BY-NC-2.0) licence.

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30 Questions To Ask If You Are Filming An Interview

The best videos tell a story that viewers can relate to, recognize themselves or their situations in or allow them to learn something. Many times, talking head interviews provide the basis for the story.

Interviews are a key component to testimonial, documentary and corporate video development. By asking employees, customers and other stakeholders about your business and what you do, we’re able to gather the building blocks, and sometimes even the cornerstones, of the story we want or need to tell. Then, through the magic of video editing, we cut the elements of your story apart and pull them back together to craft your concise and compellingly convey your brand message.

The key to a successful interview video is a natural conversation. Keeping the setup small, and the space comfortable creates an inviting environment for the subject, as does asking anyone who doesn’t need to be in the room to step out so they aren’t a distraction to the interviewee. 

The interviewer’s job is to guide the discussion. That means asking open-ended questions and allowing the subject to do most of the talking. Open-ended questions contain a “why” or a “how” component, which allow the interviewee to expound at length rather than answering “yes” or “no,” which is what closed-ended questions lead to.

The more the interviewee speaks, the more comfortable they will be on camera , the more forthcoming they will be and the more approachable they will feel to the people who ultimately view the video. This makes for powerful stories.

Before that, though, you need to know what questions to start with. To make it easy, we’ve pulled together a list of some of the questions we ask when filming interviews for corporate and testimonial videos.

Recruitment & Corporate Questions

With recruitment and corporate videos, try to get the subject to open up about their passion for the field. Start with surface-level questions about the job, then ask more in-depth questions as the interview progresses.

• What is your title and the responsibilities of your job?
• Can you describe the day-to-day here?
• Why did you choose to go into the [healthcare, manufacturing, customer service, etc.] field?
• What would you tell a friend if they were considering working here?
• Can you tell me about a time where a manager or co-worker went above and beyond for you?
• At the end of the day, what puts a smile on your face?
• What is a benefit of working here that not many people know about?
• What is your “why”?
•  What have you learned at your job... and how have you grown as a person?
• Any funny moments or stories with co-workers that you could share?

Product or Service Testimonial Questions

Testimonial videos about products or services should focus on how a problem was solved. Ask questions about the time and cost savings of the product or service. The above example is a case study created for one of our clients that used a lot of the questions below. Explore our testimonial video production services if your business is looking for videos like this. 

• Can you tell me a bit about yourself... and what you or your company does?
• Can you describe the product or service you have been using?
• What problems was your business having before using this product or service?
• How has this product or service been a solution to your problem?
• How has this product or service saved your business time or money?
• Why did you choose this product or service over others?
• How has this product or service removed stress or frustration in your work?
• What would you say to someone looking for a similar product or service?

Patient Testimonial Questions

Patient story videos are important element of healthcare video production can be very powerful if done correctly. The key to a successful patient story is focusing on the patient. Ask questions about their passions and interests, family and what brings them joy. Usually they will open up about how a certain medical problem was getting in the way of their life. 

Above is an example of a patient testimonial video we created for Holland Hospital. For an in-depth look at video marketing for hospitals, read our Healthcare Video Strategy Blog .

•  Can you tell me about yourself... what is your story?
•  Any hobbies or activities you enjoy?
•  How long have you been dealing with [medical problem]?
•  How did [medical problem] get in the way of your life?
•  Did you think this is the new ‘normal’ for you?
•  Can you walk me through the treatment process from start to finish?
•  Did you have any doubts about the treatment before starting?
•  How are you feeling now?
•  Can you describe the care you received from the staff?
• Are you back to your hobbies now?
• What are you looking forward to?
• If someone you know is experiencing a similar problem, what would you tell them?

Best Practices for Filming Someone

The most important aspect of filming someone is listening. Listen to what they say, and ask follow-up questions based on their responses. Try to dive deep into the “why” or “how” of their thoughts. 

We recommend that you not print out the questions but keep them in your mind, instead. Again, the interview should be a conversation that flows naturally. If you do need to reference an outline, try to minimize how many times you refer to it.

We always let people know that there is no wrong answer to the questions. In addition, because people are often nervous and nervous interviewees don’t make for the best videos, we assure them they’ll see the video prior to it being used and have an opportunity to provide feedback.  

End the interview by asking if they have anything else they would like to say. 

Last but not least, keep the camera rolling for a few minutes. Subjects often feel relief that the interview is concluded and are more comfortable than at any other point in your discussion. Some of the best statements they make come out with that relief. 

In other words, that’s when your video really starts to click!

Remember, if you don’t have time to conduct interviews and pull together these types of marketing videos yourself, we're ready to help. Schedule a discovery session or quote below or explore our testimonial video production services. 

book a free video strategy call

Schedule a free one-hour strategy call. We'll answer any questions you have about video and give you tips to improve your video marketing.

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• Posted in in ESL Conversation Questions

45 movie questions to start a conversation

• Posted by by Cameron Smith
• Updated 1 year ago

This list of movie questions won’t just improve your English speaking skills. It will help you spark some engaging and thoughtful discussions with the people in your life.

Movies are one of the most popular ESL discussion topics for English learners. After all, there’s a reason American film critic David Ansen once famously said: “We are the movies and the movies are us.”

So find a conversation partner, choose your favorite ESL conversation questions from the list below, and explore every aspect of the moviemaking, moviegoing, and movie-viewing experience.

List of movie questions

• What is the best movie you have seen recently?
• What movie never fails to make you happy?
• Have you ever seen a movie that made you cry?
• What is your favorite movie of all time?
• Is there a specific film that everyone loves, but you can’t stand?
• What is your favorite movie genre ?
• Is there a film genre that everyone loves, but you can’t stand ?
• Why do certain genres of films appeal to you more than others?
• Who is your favorite actor or actress?
• Do you prefer going to the cinema or watching movies at home?
• What was the last movie you watched in theaters?
• What has been your favorite moviegoing experience?
• Do you like watching foreign films?
• Do you watch foreign films in their original language, or dubbed in your native language?
• What do you think of remakes of classic films?
• What are some great movies to watch with friends?
• What do you think makes a great movie?
• Would you rather watch a classic film or a modern one?
• What is the most underrated movie you have watched?
• Do you like watching movies based on true stories?
• How do you feel about film adaptations of books?
• Do you like watching films with a lot of special effects or films that rely more on the story?
• Have you ever seen a movie that made you laugh out loud?
• Have you ever seen a movie so bad it was good?
• What is the most memorable scene from a movie for you?
• Would you rather watch an old classic movie or the latest blockbuster release?
• Do you like watching movies in 3D?
• Do you prefer animated films or live-action films?
• What is the best movie soundtrack you have ever heard?
• Would you rather watch a movie with friends or alone?
• Are there any movie characters that you identify with?
• Do you feel that some movies are overhyped before their release?
• Can you think of an example where a movie sequel was better than the first film?
• Are there any movies that scared you so much that you had to turn them off early?
• Have you ever seen a movie so good it made you want to watch it again immediately after it ended?
• What do you think makes a great villain in a movie?
• Do you like watching movies based on real-life events?
• What do you think of movie remakes compared to the original films?
• What is your favorite movie series or film franchise ?
• What do you think of movie franchises and their spin-offs ?
• Have you ever seen a movie adaptation of a book that was better than the book itself?
• Have you ever seen a movie that made you think deeply about life?
• Are there any actors or actresses that you always enjoy seeing in films?
• Do you have any favorite quotes from movies that have stayed with you?
• If you could star in any movie, what movie would it be?

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Cameron Smith

Cameron Smith is an English Communication Coach based in Vancouver, Canada. He's the founder of Learn English Every Day, and he's on a mission to help millions of people speak English with confidence. If you want longer video content, please follow me on YouTube for fun English lessons and helpful learning resources!

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46 ESL conversation questions about the environment

• February 12, 2023

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What Movies Have You Seen Recently?

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Sometimes you might encounter some weird interview questions but you still need to be prepared on how to answer them such as: What movie have you seen recently?

Employers are there to find out who you are as a person, in addition to find out how well you’ll take over a role with their company. Part of their job is to make small talk, trying to engage you in conversation to hopefully develop a rapport and maybe get a glimpse of the person behind the professional facade. They may even integrate this small talk into your interview questions by asking things like “What movies have you seen recently?”

How to Answer:

Answering this question is not necessarily difficult. The problem is picking and choosing the movies. You need to go with either a safe or interesting answer, and you need to stay away from answers that may reflect on your character or simply have a name that is inappropriate. You also need to answer the question seriously, and not act as though the question isn’t important.

Bad Answer:

“Last month I got a chance to watch three movies. I watched ‘Chainsaw Murderer IV,’ ‘The Notebook,’ and ‘Dude, Where’s My Car?’”

No. Horror movies?  “Chick Flicks”? A movie called “Dude, Where’s My Car?” Absolutely not. These are perfect examples of bad movies to mention during your job interview. Even if “Dude, Where’s My Car?” was an Oscar winner, its title doesn’t make it acceptable.

Good Answer:

“The last major motion picture I saw was Avatar in IMAX. I also recently watched “Holy Rollers,” an independent film from at Seattle International Film Festival.”

One of these movies is popular but doesn’t speak negatively about your character. The other is an interesting independent film that could spark conversation. You will need to be able to discuss these movies, so always say movies that you have seen, but notice how the two choices for movies are simple choices or interesting choices.

Take Away Interview Tips:

• Choose either highly popular movies or independent films.
• Stay away from movies that could reflect poorly on you.

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ACE YOUR JOB INTERVIEW

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Career coach reveals 8 questions you should ask job interviewers to land your dream gig.

Bag secured.

Emily Rezkalla, a career coach who owns Em Rez Consulting , has revealed “example-based” interview questions candidates should ask a hiring manager to land a job.

In a one-minute clip posted on her TikTok account @emrezkalla , content creator Rezkalla, 29, acted out an interview scenario in which the candidate secured the position due to the clever questions she asked.

Even when applicants nail every query asked during their interview, they sometimes fall short when the interviewer flips the script and asks them if they have any questions about the role for which they’re applying.

One of the worst things to do is say “no” because it shows the company you need more interest in and curiosity about the position.

Rezkalla declares that although your brain may feel like “mush” after answering a battery of questions, you must remember that this is your chance for a “last impression.”

RELATED: 10 expert-recommended online resume writing services to use ahead of your next interview

The Canadian says that you must stand out, channel your “star candidate” energy and ask in-depth follow-up questions about the role and company.

@emrezkalla Asking good questions doesn’t need to be complicated #careeradvice #interviewprep #corporate #interviewtips #jobsearch #edutokcareer #careercoach ♬ original sound – Em The Career Pivot Mentor

The self-proclaimed “career pivot mentor,” who shares career growth hacks online with more than 194,000 followers, curated a list of questions people should keep in their back pockets if asked.

Questions you should ask at the end of your job interview

• What’s an example of how you’d like the star candidate to contribute to the company beyond the job responsibilities?
• What’s the biggest challenge the team is facing right now that you want the person in this role to resolve?
• What are some examples of professional development opportunities that you’ve specifically benefited from at the company?
• What kind of support does the company provide for employees looking to take on leadership roles?”
• How would you describe the kinds of relationships the person in this role would have with their team and leadership?
• Based on your experience, how would you describe the people at the company in three words?
• What’s an example of how the company handles high volume/stress work days for their employees?
• What’s a project you recently worked on that has gotten you the most excited so far?

Rezkalla also suggested asking specific questions about your interests, such as work-life balance, career growth and workplace culture.

“Vague questions will get you vague answers,” Rezkalla said. “Don’t forget to add your flair to the questions, so good luck and get that bag.”

Many TikTokkers praised the career coach for sharing tips on job interviews.

“I used your questions and they were blown away! I don’t know if I’ll get the job but at least I made it memorable,” wrote one job seeker.

“This is actually useful information. About time one of these accounts was decent at interview advice,” commented a watcher.

“I used the first one in my big interview today and they loved it,” revealed a TikTokker.

Meanwhile, some hiring managers joined the conversation with mixed reviews on Rezkalla’s follow-up questions.

“I love when candidates ask me about projects I’m excited about,” commented a hiring manager.

“By the end of the interview, my mind is already made up. None of these questions will change anything,” admitted another.

“To be honest most hiring managers are hoping there are no additional questions,” one person wrote.

Despite the naysayers, Rezkalla reminds her followers to ask good questions — but don’t make it complicated.

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