Skills can be taught, but attitudes are harder to change. While technical abilities and knowledge can be developed and improved over time through training and experience, dispositions and personality traits are deeply ingrained and tend to be more resistant to change. By hiring candidates with the right attitude, you can build a team of individuals who naturally possess the desired qualities and are more likely to contribute positively to the organization.

Hiring for attitude also involves incorporating specific strategies and techniques into the hiring process to assess a candidate’s enthusiasm and drive. What qualities do hiring managers look for? We asked seven Robert Half recruiting professionals to share their insights. From seeking enthusiasm and proactive engagement to evaluating past actions for attitude indicators, here are the top seven qualities they look for during an interview.

 

Enthusiasm and proactive engagement

Enthusiasm is the energy a candidate brings to the interview. I look for people who show eagerness and actively engage in the conversation. 

Candidates who come with great examples that relate to the position, and can show how they take initiative and are proactive in their approach, convey a lot about their attitude and motivation!

Kelly Pease, practice director of contract finance and accounting, Minneapolis, Minn.

 

Immediate impression and flexibility

Motivation and attitude can usually be picked up right away from the beginning of the interview. If a candidate is truly motivated and looking to secure a job, that energy, enthusiasm, and positive vibe shines through right off the bat and makes a huge difference. I know if they’re approaching me with that attitude, it will trickle down into any conversations they have with my clients.

The most critically important quality I see when it comes to assessing a candidate’s attitude and motivation relates to flexibility. If they’re truly motivated to find a new job, they will be flexible on location, pay, role and opportunity. This helps me immensely as a recruiter, allowing me to identify more roles than I originally would have if they were very strict on their job search requirements.

Jack Zolla, branch director, Tampa Bay, Fla.

 

Flexibility in work schedules and location

When assessing a candidate’s attitude and motivation — flexibility is at the top of the list. Being open to different work schedules, open to commute, and willing to work on-site, hybrid, or remote can reveal how eager a candidate is in their search. 

This also helps assess if a candidate will go above and beyond for our clients whose needs aren’t always cut and dry when bringing someone in.

Katelyn Aziz, branch director, Providence, R.I.

 

Nonverbal cues and follow-up actions

In every interview with a candidate, I look for nonverbal cues as much as verbal ones. Communication is important, but it’s about how someone presents themselves as well.

When assessing their attitude and motivation, I watch the candidate’s body language. I look for eye contact and a pleasant demeanor (smiling, nodding). I also pay attention to if the candidate logged on to the video meeting early. If a candidate is late or a no-show, that demonstrates an unmotivated or uninterested attitude.

I also assess their follow-up actions.  Does the candidate fill out the documents I’ve requested from them? Do they take the assigned testing within 24 hours? All these small pieces add up and are important when assessing a candidate’s interest and motivation in looking for a new job. 

If a candidate is making the effort and showing positive actions, we are more likely to have a successful placement journey!

Amy Acevedo, vice president and branch director, Los Angeles, Calif.

 

Body language and company alignment

I look for body language and eye contact in interviews. I also like to ask what they are looking for in their career, and to find their motivation, to see if it aligns with the role I am looking to staff. 

I think it is imperative to take a candidate’s attitude into account and meet with them because anyone can look great on a resume.  At the end of the day, they are representing our company image.

Nick Ezzell, talent manager, Denver, Colo. 

 

Virtual interview preparedness

Prepare for a virtual interview just as you would for an in-person interview! I interview many candidates who allow the “comfort” of being in a virtual setting to make them more “relaxed” in their overall presentation for a formal interview. Being well-prepared for a virtual interview shows that you value the interviewer’s time and are serious about the opportunity. It reflects a sense of responsibility, consideration and overall attitude.

A few tips: test the meeting link and your equipment ahead of time so that you can be on time; dress for success (this is a huge standout for me during a virtual interview!); be engaging—focus on your body language (sit up straight, make eye contact); eliminate any distractions such as cell phones and background noise; and, if you are new to virtual meetings, ask a friend or family member to practice with you ahead of time.

Taking these extra steps to prepare, will show the interviewer the level of seriousness and professionalism that you will bring to your work if hired. Adequate preparation shows that you are genuinely interested in the job and the company. Which, in turn, shows enthusiasm and commitment.

Lastly, preparation will also boost your confidence during the interview. When you are knowledgeable about the company and the role you are applying for, you’re able to speak more confidently about your skills and experiences. Being prepared for a virtual interview will go a long way in showing the interviewer how serious you are about making a great first impression!

Susie Friedman, practice director, Baltimore, Md.

 

Past actions for attitude indicators

When hiring, it is important to look beyond the resume and understand that there are specific ways to assess a candidate’s attitude and motivation during the interview process. One of the mantras I often adopt while looking for some intangible skills such as passion and motivation is “Actions speak louder than words.” It is not always the most bubbly and charismatic candidates who possess the best attitude.

I dig into specific ways candidates added value to the company and look for instances when they initiated a process, managed to resolve a conflict, or went above and beyond what was asked of them in their previous work experiences. If the candidate gives me a specific story illustrating their accomplishments, it indicates they might have the “right attitude,” unlike those who respond with a generic answer.

Ade Henderson, talent director, San Francisco, Calif.

 

 

 

Robert Half recruiters (top row, from left): Kelly Pease, Amy Acevedo, Nick Ezzell and Jack Zolla; (bottom row, from left): Ade Henderson, Katelyn Aziz and Susie Friedman.

See the following posts to learn more about how to conduct interviews, and contact Robert Half to find top talent in your area.

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