TYPICAL ERRORS IN INTERVIEWS
- Similarity Error
Many interviewers are predisposed to react positively to candidates who are similar to themselves ( in outside interests, personal backgrounds, appearance) and react negatively to candidates very different from themselves
- Contrast Error
Candidates should be compared to the standards that the organisation has established for the position, not to each other ( discuss). Comparing candidates to one another, whether consciously or sub consciously, is particularly bad when two poor candidates are followed by a merely average candidate. Because of the contrast between candidates, the average candidate may be viewed as Excellent, resulting in a contrast error.
- Overweighting Negative Information
It is human nature to notice negative information more than positive information. When we examine a résumé or an application, we tend to look for the negative, not the positive. This happens in interviews too.
- First-Impression Error
Many interviewers tend to form a strong first impression of a candidate that they rnaintain throughout the interview.
- Halo Effect
Sometimes an interviewer’s favorable impression of a single dimension about a candidate—appearance, background, and so on—can substantially color his or her overall impression. The halo effect occurs when an interviewer views everything that a candidate says or does in this favorable light.
- Devil’s Horns
This is the opposite of the halo effect. This phenomenon can often cause interviewers to see everything a candidate says or does in an unfavorable light.
- Faulty Listening and Memory
Interviewers do not always hear what is said in the way it was intended, nor do they remember everything that was said.
- Recency Errors
An interviewer is likely to remember a candidate’s most recent behaviors or responses, rather than behaviors or responses that occurred earlier in the interview.
- Nonverbal Factors
Nonverbal factors such as clothing, smiles, speech patterns, and eye contact substantially influence an interviewer’s impression of candidates. Some interviewers make up their minds about who to hire based almost solely on the candidate’s attire and demeanor.