The correct answer is A. The interviewer might make a general judgement about the interviewee on the basis of a single attribute or characteristic.
The halo effect is a cognitive bias in which an observer’s overall impression of a person, company, brand, or product influences the observer’s feelings and thoughts about that entity’s character or properties. It was first named by psychologist Edward Thorndike in reference to a person being perceived as having a halo.
In the context of interviews, the halo effect can occur when an interviewer makes a general judgment about an interviewee based on a single attribute or characteristic, such as the interviewee’s appearance, dress, or accent. This can lead to the interviewer overlooking other important qualities of the interviewee, such as their skills, experience, and qualifications.
The halo effect can be a significant problem in interviews, as it can lead to the hiring of unqualified or unsuitable candidates. To avoid the halo effect, interviewers should be aware of it and take steps to minimize its impact. This includes being objective and impartial in their assessments of interviewees, and avoiding making snap judgments based on superficial characteristics.
Options B, C, and D are all possible problems with interviews, but they are not examples of the halo effect. Option B is an example of confirmation bias, which is the tendency to seek out information that confirms one’s existing beliefs. Option C is an example of stereotyping, which is the act of assigning general characteristics to an entire group of people based on limited information. Option D is an example of impression management, which is the act of trying to control how others perceive you.