Effects Of The Halo Effect

When companies hire solely for the physical features of certain qualified and chosen people, they are attempting to assist their business. By doing so, companies do not look at the personality,

Stereotypes and generalizations have negatively depicted the image and character of individuals and groups throughout time. In making these stereotypes we forget about the true character of the individual or group. Somehow throughout time what we have gathered and decided through stereotypes has created the everlasting image we have of one another, it's been hard to change the viewpoint ever since. Through the reading of this article and attaining continuous information of the harm of stereotypes are placing in our world we can start to move away from these unfortunate depictions.

Interviews tend to be ineffective at predicting a candidate’s success, because they too often become get-to-know-you sessions, rather than focusing on the needs of the position.

When I first saw the final paper assignment posted, I directly decided that I was going to start reading the chapter that goes over the recruiting interview which winds up to be Chapter 7 in the textbook “Interviewing Principles and Practices”. I chose this chapter because I thought it would be interesting to know how the recruiting process differs from one organization to another or from one country to another, given that I chose to interview people from outside the United States. I also picked this chapter because I realized that recruiting is the most used tool in order to decide whether a prospective employee will be a good fit to a given position in a given organization.

Many years ago in an interview I was asked if I spoke any languages, very excited I responded that I did, and when I have always seen this as an asset, it was not in this case. Although, I meet all the requirements stated by the job announcement, my interviewer stated, in so many words, that by having an accent in this area it was a disadvantage for me. In this case, the social perception of the halo effect was due to one trait, my accent.

Please complete the following exercises, remembering that you are in an academic setting and should remain unbiased, considerate, and professional when completing this worksheet.

The Halo effect is one judgement I see often as a supervisor. When I conduct an interview, and someone

As an example of (halo effect) in my life, being that I was a hair technique for 25 years and taught at a highly credited College University of Cosmetology, as well as attended many conventions plus operated and owned my own business. That being said, my family and friends assumed that working all those hours every day, including the weekends AS IF I WAS DOING IT FOR ENJOYMENT! When I was invited anywhere with them or just over for a meal, they expected me to bring all my equipment, including chemical products, and not only fix their hair, but do it for free! Which brings me to the (horn effect), I could see in the hair products I used on clients. Some clients would hear of a certain name brand product they would rather have, verses what was

Halo Effect and an experiment by Stanley Schachter and Jerry Singer are the views of behavior for the emotions inside of the humans. The behaviors and emotions tell us a lot about the human behaviors. The halo effect and emotions from an experiment for the opinions of others by speaking up to show others what were they think or saw it from other people.

Research suggests the “…Halo error inflates within-rater observed correlations between dimensions because the idiosyncratic part of a rater’s overall impression (the halo error) affects ratings on all other rating dimensions” (Viswesvaran, Schmidet & Ones, 2005, p. 111). For example, the avalanche of resumes received at Worldwide Panel LLC for vacancies officials rejected several applicants just by asking them “What is your greatest weakness?”(Kreitner & Kinicki, 2013, p. 202). Another clear example is when one applicant answer was “I’m a perfectionist”, this made interviewers think he was not a good enough delegator and another applicant was too confident in his ability to get the job done well, so they were not chosen for the position (Kreitner

Also, the interviewer did not ask any questions to determine the interviewee’s behavior, her critical thinking, or how well, if at all, she worked in a team. Overall both, the interviewee and interviewer, would do well to brush-up on their interviewing skills.

Nisbett and Timothy DeCamp Wilson (1977) in efforts to add supporting evidence to an ideal similar to the Halo Effect. They staged two interviews with participants where the interview in both was a man that had a distinct accent (Nisbett & Wilson,1977). The interviewer in one group was as charming as he could be in his “appearance and mannerisms and accent” (Nisbett & Wilson, 1977). In the other, he was instructed to basically act more strict and harsh to the subjects. The resulting difference in ratings of the interviewer’s personality and other factors by the participants spoke to how people immediately judge someone based on how they presented themselves through multiple characteristics.

Before being hired every candidate has to pass an intense interview. Each candidate is interviewed by at les 3 up to 10 Microsoft employee. The interview was based on their though processes, problem-solving abilities , writing the line code, than based on experience and knowledge (for Bill Gates the ability to think creatively was more important then acquired knowledge, as the ambition was rather then experience). Then there are also technical interviews where was asked to solve programming problems. After that the interviewers exchange between each other impressions (hire, no-hire) and suggestions for follow up. So the weaknesses of candidates mentioned by other interviewers were later treated

Employers are short changing themselves, their companies, their current employees, and their applicants when a good candidate is selected instead of a great one, simply because they have said enough buzz words in their interview. The interview portion of the process can even possess unreasonable bias to the applicant. Hypothetical questions about working in teams and working with clients allow the applicant to filter themselves, saying only what they think the employer wants to hear, focusing on strengths instead of weaknesses. Applicants who work in sales and are used to the practice of pitching products and services, will have their own sales pitch prepared and be ready to sell their product – themselves – as the solution to the employers hiring problem. Using social media when analyzing candidates can give an employer more unbiased information about applicants than the best resume or the longest interview.

These biases can lead to misrepresenting participants’ descriptions. Describing atypical individuals may lead to poor generalizations and detract from external validity.