The Halo effect
Based on first impressions, the candidate makes a favourable impression and the interviewer often ‘unconsciously’ looks at the positives and misses the negative areas of the interview.
The Horns effect
Opposite to the halo effect – if the candidate makes an unfavourable first impression the interviewer will look for the negative and dismiss the positive areas of the interview; one weak area could influence the remainder of the meeting. In order to avoid this, it’s important to remain neutral during the interview process. This is why it’s a good idea to have at least 2 people interviewing a candidate.
Personal values and prejudices
This refers to various criteria or standards which are held subjectively by interviewers when evaluating candidates. For example, a candidate wearing white socks with black shoes.
Stereotyping or Pigeon Holing
Categorising people subjectively into groups, assuming all members of the group carry common traits. It is important that all candidates are considered individually.
Projection
When interviewers rate candidates by measuring against themselves, be that positively or negatively. Social background, age, educations, religion, work experience, where they live, can all be factors which affect whether the interviewer views the candidate positively or negatively regardless of physical evidence.
