Interviewer bias happens when the interviewer beings to make assumptions about
the interviewee that may not be accurate. This bias can dictate how the
interviewer will ultimately recommend for the job. 1) Tha halo bias effect:
This occurs when the job applicant creates a favourable first impression on
the interviewer. This can be a physical attribute for example. For example,
the interviewer finds the applicant's manner, accent or appearance pleasing or
might discover they attended the same school etc. 2) The harness or horn
effect and negative emphasis bias: Thi soccurs when the interviewer
immediately judges a candidate negatively based on a single characteristic
like appearence, where they went to school (like a competitior school) etc.
The interviewer allows a small amount of negative information outweight the
positive imformation. 3) The constrast bias: This occurs when an interviewer
compares candidates to one another or compares all candidates to a single one.
4) Gut feeling bias: This unfortunately crops up immediately when an
interviewer relies on a intuitive feeling as to whether a candidate is a good
fit or not without looking at the qualifications or questions answered.