abhishreshthaa
Abhijeet S
Interviewing Mistakes:
Favors applicants who share his own attitudes;
Not be asking right questions and hence not getting relevant responses;
Resort to snap judgments, making a decision as to the applicant’s suitability in the first few minutes of the interview. Too often interviewers form on early impression and spend the balance of interview looking for evidence to support it;
May have been influenced by ‘cultural noise.’ To get the job, the applicants try to get by the interviewer. If they reveal wrong things about themselves, they may not get the job, so they try to give the interviewer responses that are socially acceptable, but not very revealing. These types of responses are known as cultural noise – responses the applicant believes are socially acceptable rather than facts;
May have allowed him to be unduly influenced by associating a particular personality trait with a person’s origin or cultural background and that kind of stereotyping/generalizing ultimately determining the score of a candidate. For example, he may feel that candidate from Bihar may find it difficult to read, write and speak English language and hence not select them at all;
May conclude that a poorly dressed candidate is not intelligent, attractive females are good for public dealings, etc. This is known as ‘Halo Effect’ where a single important trait of a candidate affects the judgment of the rather. The halo effect is present if an interviewer allows a candidate’s accomplishments in athletics overshadow other aspects and leads the interviewer to like the applicant because ‘athletes make good sales people’;
Have been influenced more by unfavorable than favorable information about or from the candidate. Unfavorable information is given roughly twice the weight of favorable information. According to Dobmeyer and Dunette, a single negative characteristic may bar an individual from being accepted, while no amount of positive features will guarantee a candidate’s acceptance;
Have been under pressure to hire candidates at short notice;
Have been influenced by the behavior of the candidates (how he has answered, his body language), his or her dress (especially in case of female candidates) and other physical factors that are not job related.
Favors applicants who share his own attitudes;
Not be asking right questions and hence not getting relevant responses;
Resort to snap judgments, making a decision as to the applicant’s suitability in the first few minutes of the interview. Too often interviewers form on early impression and spend the balance of interview looking for evidence to support it;
May have been influenced by ‘cultural noise.’ To get the job, the applicants try to get by the interviewer. If they reveal wrong things about themselves, they may not get the job, so they try to give the interviewer responses that are socially acceptable, but not very revealing. These types of responses are known as cultural noise – responses the applicant believes are socially acceptable rather than facts;
May have allowed him to be unduly influenced by associating a particular personality trait with a person’s origin or cultural background and that kind of stereotyping/generalizing ultimately determining the score of a candidate. For example, he may feel that candidate from Bihar may find it difficult to read, write and speak English language and hence not select them at all;
May conclude that a poorly dressed candidate is not intelligent, attractive females are good for public dealings, etc. This is known as ‘Halo Effect’ where a single important trait of a candidate affects the judgment of the rather. The halo effect is present if an interviewer allows a candidate’s accomplishments in athletics overshadow other aspects and leads the interviewer to like the applicant because ‘athletes make good sales people’;
Have been influenced more by unfavorable than favorable information about or from the candidate. Unfavorable information is given roughly twice the weight of favorable information. According to Dobmeyer and Dunette, a single negative characteristic may bar an individual from being accepted, while no amount of positive features will guarantee a candidate’s acceptance;
Have been under pressure to hire candidates at short notice;
Have been influenced by the behavior of the candidates (how he has answered, his body language), his or her dress (especially in case of female candidates) and other physical factors that are not job related.