The 7 most valued attitudes in a job interview

In a society with increasingly large unemployment pools, the academic certifications and the curricular history lose importance when selecting one of the candidates to choose.

Attitude and values of the person who aspires to occupy a job becomes an essential criterion to choose the person who best fits the job. company philosophy and that it will have more facilities to function well in the typical work dynamics of the organization.

7 positive (and valued) attitudes in job interviews

Although skills and abilities remain of vital importance when judging candidates and selecting those who meet the minimum training and experience, is in the aptitudes of work where the determining factor to win a position in the desired organization really is. People with an appropriate resume for the position can be much less productive than expected if their emotional adjustment and work style are not adapted to the professional context.

HR recruiters know this, and they tend to place great importance on the attitude shown by applicants.

to a post. Thus, showing an inappropriate repertoire of attitudes of a company worker may mean being relegated to a second or third place on the podium of best candidates, or it may even mean exclusion from the process in the absence of a candidacy best.

In addition, HR personnel know that they choose a candidate solely on her merits and then internalize her. the values ​​and attitudes necessary to function well is a slow, costly process that does not have to come to fruition port. So, 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 is in the face-to-face job interview the scenario in which we will have to make our facet more visible close to the attitudes valued by recruiters, it is good to be clear about some of them and to train minimally in its externalization.

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 not, it is worth not letting nerves and protocol restrict us, make us act unnaturally and act as a barrier in the job interview, moving away from our goal.

Bearing in mind that we must show ourselves as we are also implies recognizing what are those attitudes that define us and that are valued in a job interview. This will prevent us from overlooking its externalization.

In which jobs is attitude valued the most?

In general, the importance of attitude as a variable to take into account to select the ideal candidate grows as the position for which one is chosen is more important in the job. Organization chart. Thus, in a job interview for a position at the lowest position in the chain of command, you will spend less time examining the aspects related to affectivity and attitudes, while the opposite will happen when looking for someone with a lot of decision-making capacity and people to their position.

When you are looking for a department head, for example, much of the time of the job interview can seem like a friendly chat: this is the space in which the personnel selection member judges the suitability 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 position, there are some that are common to all cases in which a certain margin of decision is chosen. 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 relevant information is never kept for fear of hurting the interlocutor.

Being little assertive can have as a consequence that problems accumulate without the superiors knowing of their existence, and therefore productivity is undermined. In a job interview, a good way to demonstrate assertiveness is to speak openly about career expectations and what you expect to find in that organization in question.

2. Curiosity

Curiosity is expressed in shows of interest in the organization to which you aspire to belong. Someone curious will be able to look beyond their immediate career goals and is therefore more likely to quickly learn how the company works.

In addition, it will detect possible problems earlier that have gone unnoticed by the rest. However, it is advisable not to let this curiosity turn into meddling in the work of others.

3. Amiability

In the professional context, it is very easy for the different responsibilities and division of work to lead to communication failures, professional burnout or create climates of tension. A kind treatment of all people is not only valued for obvious reasons that go beyond the professional field, but also serves to maintain a suitable organizational climate in which the fact of having to interact with many people is not perceived as a source of conflict.

In addition, the same correct treatment must be offered to all members of the organization, 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 facility to propose solutions and contribute things that are not expected of us.

5. Practical spirit

Except in very specific positions, most organizations tend to place a higher value on the practical spirit than theorizing problems and solutions. This means that the applicant must prove to be a realistic person, with his feet on the ground, who is not constantly distracted by abstract statements.

In the job interview, this means that you will be more interested in the areas of intervention material of the organization than by its philosophy (since the latter can be accessed through First).

6. Responsive attitude

Candidates must be proactive, but they also need to know when to listen. This obviously means that people should not be interrupted when they speak, but it also has to be obvious when it comes to recognizing the different authorities and recognizing their authority when they talk about their professional field.

7. Result oriented

The applicant must show interest in knowing what are the ultimate goals of the organization, and make your activity focused on these ends and not on others. In the job interview, this involves talking about previous professional experiences with an emphasis on the importance of objectively determined goals, and not in the abstract.