What are common problems in making interview judgments?
• First Impressions – Forming a favorable or unfavorable impression of someone in the first few minutes of the interview, and filtering or distorting information that comes later. E.g., we may immediately like a charismatic person and not notice that he or she lacks specific qualifications for the job. Or, we may decide right away that the person is unsuitable and tune out for the rest of the interview (creating the danger that the person will notice s/he isn’t being interviewed seriously and assume the worst). • Halo Effect – Over generalizing: being so influenced by one striking characteristic of a person that we ignore all others, e.g. rating someone high overall because that person seems to be articulate, or rating someone low overall because she or he is shy. • Contrast Effect – The tendency to evaluate someone in comparison with something other than the criteria — e.g., evaluating a candidate too highly because he or she was interviewed right after a very unqualified candidate,
