The 7 most valued attitudes in a job interview
In a society with increasingly larger unemployment markets, academic certifications and curricular history lose importance when it comes to selecting one of the candidates to choose.
Attitude and values of the person who aspires to occupy a job becomes an essential criterion to opt for the person who most fits in the company philosophy and that it will have more facilities to function well in the typical work dynamics of the organization.
7 positive attitudes in job interviews
Although the capacities and aptitudes continue being of vital importance at the time of judging the candidates and selecting those that fulfill the minimum training and experience is in the aptitudes of work where you really find the determining factor to gain a position in the desired organization. People with appropriate curricula for the position can be much less productive than expected if their emotional adjustment and work style do not adapt to the professional context.
Human Resources recruiters know this, and tend to attach great importance to the attitude shown by applicants to a position. Thus, showing a repertoire of improper attitudes of a company worker can mean being relegated to a second or third place on the podium of best candidates, or it can even mean exclusion from the process in the absence of a better candidacy.
In addition, the Human Resources staff knows that choosing a candidate only for their merits and then having them internalize the values and attitudes necessary to function well is a slow, expensive process that does not have to come to fruition. Because, increasingly consider that these attitudinal elements must be present from the first moment in each candidate before integrating them into the organization.
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Why is it useful to pay attention to the most valued attitudes in an interview?
As it is in the face-to-face interview, the scenario in which we will have to make visible our facet closer to the attitudes valued by the recruiters, it is good to have some of them clear and to train minimally in their exteriorization .
Obviously, if these attitudes are very far from our temperament and personality, it is sterile to pretend that they are part of us. But if it is not, it is worth not letting nerves and protocol restrict us, make us act with little naturalness and act as a barrier in the job interview, moving away from our goal.
Keeping in mind that we must show ourselves as we are also implies recognizing those attitudes that define us and that are valued in a job interview. This will prevent us from overlooking its exteriorization.
In which jobs is attitude valued most?
In general, the importance of the attitude as a variable to take into account in selecting the ideal candidate grows as the position chosen is more important in the Organization chart . Thus, in a job interview to qualify for a position in the lowest position in the chain of command, you will spend less time examining the aspects related to affectivity and attitudes, whereas the opposite will happen when you look for someone with a lot of decision capacity and people in charge.
When you are looking for a department head, for example, Much of the time of the job interview may seem like a friendly chat : this is the space in which the staff selection judge judges the adequacy of the candidate in terms of values, motivations and attitudes.
Attitudes to show in a job interview
Although part of the attitudes valued depend on the job, there are some that are common to all cases in which you choose to have some margin of decision. These seven attitudes are:
1. Assertiveness
Is about the ability to communicate important aspects , whether positive or negative, firmly but without being offensive. Someone assertive never keeps relevant information for fear of hurting their interlocutor.
Being less assertive can have as a consequence that problems accumulate without the superiors knowing of their existence, and therefore productivity is impaired. In a job interview, a good way to demonstrate assertiveness is to talk bluntly about professional expectations and what you expect to find in that organization in question.
2. Curiosity
Curiosity is externalized in the signs of interest for the organization to which one aspires to belong . Someone curious will be able to look beyond their immediate professional goals and, therefore, is more likely to quickly learn how to work in the company.
In addition, it will detect before possible problems that have gone unnoticed by the rest. However, it is important not to allow this curiosity to be transformed into meddling in the work of others.
3. Friendliness
In the professional context, it is very easy for the different responsibilities and division of work to lead to communication failures, professional burnout or generate tension climates. A kind treatment towards all people is not only valued for the obvious reasons that go beyond the professional field, but also serves to maintain an adequate organizational climate in which the fact of having to interact with many people is not perceived as a source of conflicts.
In addition, all members of the organization should be treated in the same way, both for ethical reasons and not to create hermetic groups.
4. Proactivity
A proactive attitude can be recognized even in people who speak a language unknown to us. Someone proactive understands that the job interview is a space for dialogue , and not a personalized conference in which each person issues messages unilaterally.
Beyond the communicative field, proactivity is reflected in the ease of proposing solutions and contributing things that are not expected of us.
5. Practical spirit
Except in very specific positions, most organizations tend to value more the practical spirit than the theorization of problems and solutions. This means that the aspirant must demonstrate to be a realistic person, with his feet on the ground, who does not allow himself to be constantly distracted by expositions in the abstract.
In the job interview, this means that he will be more interested in the areas of material intervention of the organization than in his philosophy (since the latter can be accessed through the first).
6. Receptive attitude
Candidates must show proactive attitude, but they also have to know when to listen . This means, obviously, that people should not be interrupted when they speak, but it also has to be clear when it comes to recognizing the different authorities and recognizing their authority when they talk about their professional field.
7. Results orientation
The applicant must show interest in knowing what are the ultimate goals of the organization , and make their activity focused on these ends and not on others. In the job interview, this implies talking about previous professional experiences, emphasizing the importance of goals determined objectively, and not in the abstract.
