The Halo Effect and The Horn Effect
The Halo effect in Recruitment
The halo effect in recruitment, also known as the “halo error,” is a cognitive bias that can influence the way hiring managers or interviewers assess job candidates. It occurs when a positive impression of a candidate in one specific area leads the interviewer to assume that the candidate possesses other positive qualities as well, even in the absence of concrete evidence supporting those assumptions.
In other words, a candidate’s strong performance in one aspect of the interview process can create a “halo” of positivity that influences the overall evaluation.
For example, if a candidate has an impressive resume with prestigious previous job positions, an interviewer might assume that the candidate is also highly skilled, even if the interview and assessment process doesn’t provide strong evidence of those skills.
This cognitive bias can cloud the judgment of the interviewer and may lead to the selection of candidates who, on closer examination, might not be the best fit for the job.
The halo effect can work in the opposite way as well, leading to negative assumptions about a candidate based on one perceived weakness or negative impression, even if the candidate has many other positive attributes.
To minimize the impact of the halo effect in recruitment, interviewers and hiring managers should employ structured and objective interview processes, use assessment tools and criteria that are clearly defined and relevant to the job, and ensure that multiple interviewers or assessors are involved to reduce the influence of individual biases.
Training in bias awareness and conducting thorough reference checks can also help mitigate the halo effect and ensure a fair and effective recruitment process.
The Horn Effect in Recruitment
The horn effect is a cognitive bias that can influence how people perceive others. It is the opposite of the “halo effect.” While the halo effect involves forming a positive overall impression of someone based on one outstanding quality, the horn effect involves forming a negative overall impression of someone based on one notable negative quality or characteristic.
In the context of recruitment or employment, the horn effect can affect how hiring managers or interviewers assess job candidates. For example, if a candidate has a weakness or a perceived negative trait that stands out during the interview or on their resume, the interviewer may disproportionately focus on that weakness and assume that it reflects negatively on the candidate’s overall qualifications and potential.
This cognitive bias can lead to unfair judgments and decisions in the hiring process.
To reduce the impact of the horn effect in recruitment and other areas, it’s important to use structured and objective evaluation processes, consider the candidate as a whole, and not let one negative aspect overshadow all other qualities and qualifications. Recognizing and minimizing cognitive biases, such as the horn effect, is essential for making fair and informed judgments about individuals in various situations.
