Halo Effect During Job Interview Process

The main factors contributing to halo effects include gender, the interviewee accent, race and physical appearance. The review of the previous studies indicates that interviewers were more likely to create an appealing environment for candidates presumed to be fit for a particular job position rather than focusing on the qualifications. From the study, it been established that halo effect is the major cause of unqualified candidates being hired while some qualified candidates missing such opportunities. Introduction The generation of the particular opinions normally happens irrationally and quickly to an extent of making illogical suppositions concerning other people (Segrest, 2011). Bias occurs when a person assigns a positive trait to another after seeing only one strong point in that person. Therefore, the schemas generated when selecting the people to hire make the managers focus on the important things ignoring what might not be essential which leads to the making of conclusions as per the limited knowledge and acquired information (Bak, 2010).

Nisbett and Wilson (1977) argue that during the hiring process, the halo effect is possible to change the manager’s thoughts because of the candidate’s physical presentation and accent; thus, causing biases in the entire interview. Giving high scores on an interviewee happens because of overestimation of the qualifications and performance of the particular person. Epidemiology In Halo effect on job interview has highly affected the hiring managers because of visual cues, which they are quick to recognize in the hiring candidates (Malouff, Emmerton, & Schutte, 2013). For instance, in 1000 human resource (HR) managers or hiring managers, 44% have plans of hiring in the future, 58% have open positions for one or more years, 45% have no qualified candidates for the current jobs, while 51% have plans of hiring temporary employees (Palmer, & Peterson, 2016).

(2016) presented male respondents in a look of an attractive woman and read a negative, positive or no personality explanation regarding her. The respondents rated the possibility of the person in the profile help particular features like kindness, success, intelligence, attractiveness. The findings indicated that respondents in the positive personality explanation rated the person as being positive compared to those in the no description and negative conditions. Nisbett and Willson (1977) also realized that the respondents conveyed their ratings were not affected by their entire fondness of the professor. The conclusions were that the participants normally commit the halo effect unaware of being involved in the specific conduct. The major question intended to be answered by Palmer and Peterson (2016) is if the attractive persons are supposed to be more politically knowledgeable and if the citizens are likely to see the sources of attractiveness.

In the study, the authors find out that halo effect influences the assessment of other people during the social interaction. In conclusion, Palmer and Peterson (2016) argued that physical appearance and the already possessed information about a person impacts the interviewer and how one perceives an individual’s expertise. As articulated by Malouff, Emmerton, and Schutte (2013), evaluator bias affects the grading of the students, therefore, it is necessary to retain students anonymous when marking and grading their tests. The researchers explain that halo effect explains how the first impression of a person is likely to result to higher assessments and this happens in the case of a student has performed well and is rated the same in different tests because of the expectancy bias.

Methods Participants A power analysis was conducted and found that 100 college students from the John Jay College of Criminal Justice were randomly recruited for this study. Among the students there were 57 females and 53 males. Their age ranged between 21 to 26 years. The participants needed to have access to the internet in order to complete the task. Setting: The research was held online, where profiles were created for the three job interviewees whose appearances were to be evaluated. Procedure The participants were asked to provide personal email addresses that facilitates the online participation. The experiment was sent to through the provided email addresses. They were informed about the aim of the study and asked to read through the consent form and return back after signing.

After acquiring their informed consent, the participants were directed to the website link where they would have access to the three female candidates’ profiles and resumes for the evaluation. The participants were informed about the photos and their connection with the candidate’s racial identities for their judgments. 667) conditions; t (18)=-5. 587, p = 000. Discussion References Apaolaza, V. , Hartmann, P. , López, C. J. , Davis, S. , Davidson, O. , & Hogue, K. Impact of Positive, Negative, and No Personality Descriptors on the Attractiveness Halo Effect. E. , & Wilson, T. D. The halo effect: evidence for unconscious alteration of judgments. Journal of personality and social psychology, 35(4), 250. Appendix The questionnaire to be filled contained five questions. The questionnaires contained the following questions; 1. How much is the attractiveness, of the candidate? 2.