In a society with increasingly larger unemployment pools, academic certifications and 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 be easier 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 it is in the aptitudes of work where the determining factor to gain a position in the desired organization is really found. People with a resume appropriate 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 place great importance on the attitude displayed by applicants to a position. Thus, displaying a repertoire of attitudes inappropriate for a company worker may mean being relegated to second or third place on the podium of best candidates, or may even mean exclusion from the process in the absence of a better candidate.
In addition, Human Resources personnel know that choosing a candidate solely on their merits and then having them internalize the values ​​and attitudes necessary to function well is a slow, expensive process that does not necessarily lead to a successful outcome. That’s why, increasingly they 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 the face-to-face job interview is the scenario in which we will have to make visible our facet closest to the attitudes valued by recruiters, it is good to be clear about some of them and minimally train in their 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 this is not the case, it is worth not letting nerves and protocol limit us, make us act unnaturally and act as a barrier in the job interview, distancing us from our objective.
Keeping in mind that we must show ourselves as we are also implies recognizing what those attitudes are 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 most?
In general, the importance of attitude as a variable to take into account when selecting the ideal candidate grows as the position for which one is applying becomes more important in the Organization chart Thus, in a job interview to apply for a position at the lowest position in the chain of command, you will spend less time examining aspects related to affectivity and attitudes, while the opposite will happen when looking for someone with a lot of experience. decision-making capacity and people in charge.
When you are looking for a department head, for example, Much of the time during a 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 some of the valued attitudes depend on the job, there are some that are common to all cases in which one chooses to have a certain margin of decision. These seven attitudes are:
Is about the ability to communicate important aspects , whether positive or negative, firmly but without being offensive. Someone who is assertive never holds back relevant information for fear of hurting their interlocutor.
Being unassertive can result in problems accumulating without superiors knowing of their existence, and therefore productivity is undermined. In a job interview, a good way to demonstrate assertiveness is to speak clearly about professional expectations and what you expect to find in that organization in question.
2. Curiosity
Curiosity is expressed in signs of interest in the organization to which you aspire to belong Someone who is curious will be able to look beyond their immediate career goals and is therefore more likely to quickly learn how it is to work at the company.
In addition, it will detect possible problems earlier that have gone unnoticed by others. However, it is advisable not to let this curiosity become meddling in the work of others.
3. Kindness
In the professional context, it is very easy for different responsibilities and division of work to lead to communication failures, professional burnout, or create climates of tension. Kind treatment towards all people is not only valued for obvious reasons that go beyond the professional field, but also serves to maintain an appropriate 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 to avoid creating secretive groups.
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 sends messages unilaterally.
Beyond the communication 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 place more value on practical spirit than the theorizing of problems and solutions. This means that the applicant must prove to be a realistic person, with his feet on the ground, who does not allow himself to be constantly distracted by abstract approaches.
In the job interview, this means that you will be more interested in the organization’s areas of material intervention than in its philosophy (since the latter can be accessed through the former).
6. Receptive attitude
Candidates must show a proactive attitude, but they must also know when to listen This obviously means that people should not be interrupted when they speak, but it also has to be clear when it comes to recognizing different authorities and recognizing their authority when they speak about their professional field.
7. Orientation towards results
The applicant must show interest in knowing What are the ultimate goals of the organization? , and make their activity focused on these purposes and not on others. In the job interview, this involves talking about previous professional experiences, emphasizing the importance of objectively determined goals, and not in the abstract.
