Recruiters have their own codes to know if you are the right person.
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.
The attitude and values of the person who aspires to occupy a job becomes an essential criterion to opt for the person who best fits the company’s philosophy and who will have more facilities to function well in the typical work dynamics of the company. the organisation.
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6 positive attitudes in job interviews
Although skills and abilities continue to be of vital importance in judging candidates and selecting those who meet the minimum training and experience, it is in job skills that the determining factor is actually found to earn a job in the company. People with an appropriate curriculum 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 that applicants show for 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 internalise the values and attitudes necessary to function well is a slow, costly process that does not have to come to fruition. For this reason, they increasingly consider that these attitudinal elements must be present from the first moment in each candidate before integrating them into the organisation.
Why is it useful to pay attention to the most valued attitudes in an interview?
As it is in the face-to-face work 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 be minimally trained in their externalisation.
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 have to show ourselves as we are also implies recognising those attitudes that define us and that are valued in a job interview. This will prevent us from overlooking its exteriorisation.
In what jobs are attitudes more valued?
In general, the importance of the attitude as a variable to take into account to select the ideal candidate grows as the position chosen is more important in the organisation chart. Thus, in a job interview to opt 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, a lot of the time of the job interview may seem like a friendly chat: that 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:
It is the ability to communicate important aspects, whether positive or negative, firmly but without being offensive. Someone assertive never saves relevant information for fear of hurting their interviewer.
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 organisation in question.
Curiosity is expressed by showing interest in the organisation you want to be part of. 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 beforehand possible problems that have gone unnoticed by the rest. However, it is convenient not to allow this curiosity to become an intrusion into the work of others.
In the professional context, it is very easy for the different responsibilities and division of work to lead to communication failures, professional burnout or the generation of tension climates. A kind treatment towards all people is not only valued for the obvious reasons that go beyond the professional scope, but it serves to maintain an adequate organisational 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 organisation should be treated in the same way, both for ethical reasons and not to create hermetic groups.
A proactive attitude can be recognised 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 personalised conference in which each person issues messages unilaterally.
Beyond the communicative sphere, proactivity is reflected in the ease of proposing solutions and contributing things that are not expected of us.
- Receptive attitude
The candidates must show a proactive attitude, but they also have to know when to listen. This means, of course, that people should not be interrupted when they speak, but it also has to be clear when it comes to recognising the different authorities and recognizing their authority when they talk about their professional field.
- Results orientation
The aspirant must show interest in knowing what the ultimate goals of the organisation are, and make their activity focused on these ends and not on others. In the job interview, this involves talking about previous professional experiences, emphasising the importance of goals determined objectively, and not in the abstract.
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