Job interviews and the Halo Effect: A hidden bias we need to tackle

In job interviews, first impressions can have a big impact, often shaping hiring decisions without the interviewer even realising it. This phenomenon, known as the halo effect, is a bias where one positive trait, such as a candidate’s appearance or confidence, leads the interviewer to overestimate other aspects of their abilities. This cognitive bias can undermine the objectivity of the interview process, potentially leading to flawed assessments. Being aware of the halo effect is essential for making interviews fairer and more accurate.

Why paying attention to the Halo Effect is crucial

The halo effect was first described by psychologist Edward Thorndike in the early 20th century, but has since gained the attention of several psychologists, including Tversky and Kahneman (1981)*, who studied how single positive traits can change the way we assess a whole range of other qualities. This bias describes the tendency that a positive assessment of one characteristic (e.g. physical appearance or accommodating behaviour) can lead an interviewer to attach a higher value to other characteristics, such as work ability or technical ability.  

Tversky and Kahneman point out in their research that we often make decisions based on "single indicators" that we unconsciously generalize to cover other areas of a person's personality or abilities. In job interviews, this means that a candidate who seems confident or friendly may get a better impression, even if they are not as qualified in other areas. 

How does the Halo effect manifest itself in job interviews? 

The halo effect can manifest itself in several ways in job interviews. One of the most common ways is when, based on a positive first impression, the interviewer assesses the candidate as generally qualified, even though there is insufficient data to support this assessment. This can happen if the candidate appears particularly presentable, has an outgoing personality or shows great self-confidence during the interview. Their positive qualities can cause the interviewer to overlook less impressive aspects such as lack of experience or technical ability. 

Lee, Ashton, Poulsen et al. (2010)* specifically examine how the halo effect plays out in job interviews. They show that interviewers often overgeneralize based on one positive trait, which can lead to an unbalanced judgment. For example, a candidate who smilingly and kindly answers the introductory questions may be considered good at collaboration or leadership qualities, even if it doesn't necessarily reflect the candidate's actual skills. 

Another type of halo effect occurs when the interviewer ignores potential negative aspects of the candidate because they have been "blinded" by the positive traits. If a candidate seems particularly qualified in a particular area, the interviewer may be inclined to attribute this skill to other areas of the candidate's profile, which can lead to a distorted assessment. 

4 tips to minimise the Halo Effect in interviews

While the halo effect is inevitable in certain situations, there are several methods that both interviewers and organizations can use to minimize its impact. 

1. Structured Interviews: One of the most effective ways to reduce the halo effect is by using structured interviews. Instead of following a free and informal conversation, the interviewer should ask the same questions to all candidates and assess their answers on specific criteria. This helps to keep the focus on relevant qualifications and reduces the possibility that positive impressions of one attribute overshadow a fair assessment of the candidate's overall abilities.
2. Awareness of bias: Another important step towards reducing the halo effect is to increase interviewers' awareness of their own cognitive biases. When interviewers are aware that they may be affected by the halo effect, they are better equipped to ask themselves critical questions and stick to objective assessments. This can be done by training interviewers to identify and avoid attaching too much importance to a single positive trait.
3. Multiple assessors: Another strategy is to use multiple interviewers to assess a candidate. Different people will have different assessments and perspectives, making it less likely that a single bias will have an impact on the choice of candidate. At the same time, interviewers should discuss their assessments after the interview to ensure that all relevant factors have been taken into account.
4. Focus on abilities: To avoid being influenced by personal impressions, interviewers can focus on specific skills rather than general impressions. By making a clear skills-based assessment, the interviewer can stick to factual observations and avoid letting a positive impression of one attribute color their assessment of other aspects of the candidate's profile.

Key Takeaways

The Halo Effect in job interviews: The halo effect is a common bias where a positive trait, such as a candidate's confidence or appearance, can influence an interviewer's judgment of other qualities, like their work ability or technical skills.

Why it matters: This bias can lead to subjective, unbalanced assessments, as interviewers may overestimate a candidate's overall capabilities based on a single positive trait. Awareness of the halo effect is essential for more accurate and fair hiring decisions.

How it manifests: The halo effect can cause interviewers to overlook less impressive qualities, like lack of experience, when they focus too much on positive traits. This can result in a skewed evaluation of the candidate.

Minimising the impact: To reduce the halo effect, organisations can implement structured interviews, raise awareness of cognitive biases, involve multiple interviewers, and focus more on specific skills rather than general impressions.

By recognising and addressing the halo effect, interviewers can make more objective, fairer assessments and ultimately make better hiring decisions.

Sources: 
Tversky, A., & Kahneman, D. (1981). The halo effect: Evidence for unconscious alteration of judgments. Retrieved from http://www-bcf.usc.edu 
Lee, S., Ashton, M., Poulsen, S., et al. (2010). Uncovering halo effects in the employment interview. Journal of Occupational and Organizational Psychology, 83, 221–236.