The 7 most valued attitudes in a job interview.

Recruiters have their own codes to know if you are the right person.

In a society with growing unemployment pockets, academic certifications and curriculum history lose importance when it comes to selecting one of the candidates to choose from.

The attitude and values of the person who aspires to fill a job position become essential criteria for choosing the person who best fits the company's philosophy. company's philosophy and who will be more likely to function well in the typical work dynamics of the organization.

7 positive (and valued) attitudes in job interviews

While skills and aptitudes are still vitally important when judging candidates and selecting those who meet the minimum training and experience requirementsit is in the aptitudes The most important determinant of winning a position in the desired organization is actually found in the work environment. People with a resume appropriate for the position may be far less productive than expected if their emotional fit and work style are not suited to the professional context.

HR recruiters know this, and tend to place great importance on the attitude shown by job applicants. to a position. Thus, displaying a repertoire of attitudes unbecoming of a company employee can mean being relegated to 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 candidate.

Moreover, HR personnel know that choosing a candidate on merit alone and then getting them to internalize the values and attitudes needed to perform well is a slow, costly process that need not be successful. That is why, increasingly believe that these attitudinal elements must be present in each candidate from the outset before they are integrated into the organization. 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 job interview the scenario in which we will have to make visible our facet closer to the attitudes valued by recruiters, it is good to be clear about some of them and to train minimally in their externalization.

Obviously, if these attitudes are far removed 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 worthwhile not to let nerves and etiquette constrain 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 which are those attitudes that define us and are valued in a job interview. This will prevent us from overlooking their externalization.

In which jobs is attitude most valued?

In general, the importance of attitude as a variable to be taken into account when selecting the ideal candidate increases as the position for which you are applying becomes more important in the organization chart. Thus, in a job interview for a position in the lowest position in the chain of command, less time will be devoted to examining aspects related to affectivity and attitudes, while the opposite will be the case when looking for someone with a lot of decision-making capacity and people under him or her.

When you are looking for a department head, for example, much of the time of the job interview may seem like friendly chit-chat: that is the space in whichWhen you are looking for a department head, for example, much of the interview time may seem like a friendly chat: this is the space in which the recruiter judges the candidate's suitability in terms of values, motivations and attitudes.

Attitudes to display in a job interview

Although some 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 required. These seven attitudes are:

1. Assertiveness

It is about the ability to communicate important pointswhether positive or negative, firmly but without being offensive. Someone who is assertive never holds back relevant information for fear of hurting his interlocutor.

Being unassertive can result in problems accumulating without the superiors knowing of their existence, thus undermining productivity. In a job interview, a good way to demonstrate assertiveness is to speak plainly about your professional expectations and what you expect to find in the organization in question.

2. Curiosity

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

In addition, it will detect potential problems earlier that have gone unnoticed by others. However, it is important not to let this curiosity turn into an intrusion. intrusion in the work of others.

3. Kindness

In the professional context it is very easy for the different responsibilities and division of labor to lead to miscommunication, professional burnout or to create a tense atmosphere. A kind treatment towards all people is not only valued for the obvious reasons that go beyond the professional sphere, but also serves to maintain an appropriate organizational climate in which where the fact of having to interact with many people is not perceived as a source of conflict.

In addition, the same correct treatment should be offered to all members of the organization, both for ethical reasons and so as not to create hermetic groups.

4. Proactivity

A proactive attitude can be recognized even in people who speak a language unknown to us. Someone who is proactive understands that the job interview is a space for dialogue, not a personalized conference in which each person delivers messages one-sidedly.and not a personalized conference in which each person delivers messages unilaterally.

Beyond the communicative field, proactivity is embodied 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 about problems and solutions. This means that the applicant must prove to be a down-to-earth, realistic person who is not constantly distracted by abstract thinking.

In the job interview, this means that he/she 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. Responsive attitude

Candidates must show a proactive attitude, but they also need to know when to listen. This means, of course, that people should not be interrupted when they speak, but it must also be evident in recognizing the various authorities and acknowledging their authority when they speak about their professional field.

7. Results-Orientation

The applicant should show an interest in knowing what the ultimate goals of the organization areThe applicant should be interested in knowing what the ultimate goals of the organization are, and make sure that his or her activity is focused on these goals and not on others. In the job interview, this involves talking about previous professional experiences by emphasizing the importance of goals determined objectively, rather than in the abstract.