![]() ![]() To summarise, whereas the halo effect gives certain candidates an unfair advantage, the horn effect undermines an impartial assessment of a candidate’s skills, merits, and ability. Those in charge of hiring decisions are therefore likely to be harsher in their scrutiny of skills, experience, and overall ability. Once this has been identified, there’s very little that the so-called offending candidate can do to reverse the effect. The horn effect leads a hiring manager to place a great deal of emphasis on even just one negatively interpreted characteristic, comment, or action. A primary example is the ‘similar-to-me effect’, where managers immediately favour an applicant because of shared characteristics, such as a similar educational background. This means hiring managers may wrongfully assume that because a certain individual possesses particular traits they value, they must have many more desirable qualities. The halo effect is a by-product of unconscious bias. ![]() The halo and horn effect as an example of unconscious bias On the other side of the coin, an overly critical boss who micromanages the ill-favoured employee, will fail to put them forward for advancement or new career development opportunities. The halo effect can lead to unfair special treatment in performance appraisals. It’s important to distinguish the halo effect from concepts such as nepotism and favouritism, which are common examples of conscious bias. They will unconsciously overlook bad practice and make excuses for why the favoured candidate is falling behind. Some managers may look upon an employee so favourably that they are blind to criticism from colleagues or customers. When managers have a somewhat overly positive view of an employee, it can affect the objectivity of performance evaluations. What is the halo effect in regards to performance management? When you take in to account that stereotype bias affect how we perceive out-groups, the horn effect in recruitment could mean that minority background candidates end up being overlooked. If it's revealed later on in the process that a candidate belongs to a given minority group, this could result in them being judged more harshly than they would've otherwise. The horn effect might not be something that presents itself on first sight. If a candidate is perceived to be 'scruffy', for example, this could influence your perception of their performance and suitability for the job. Once we take a shine to someone, we generally look for reasons to keep liking them. This positive impression might go on to distort their perception of the rest of a candidate's application. When reviewing CVs, a hirer might be impressed by the fact that a candidate went to Cambridge, or worked at a big-name company. This elevates that candidate in the mind of the interviewer over the likes of someone who may appear introverted with a less commanding presence, but ultimately is a better fit for the position. As many of you know, first impressions can be incredibly deceiving and can hinder your objectivity when evaluating a candidate.Īn instance that can be used as an example of the halo effect includes how a well-groomed, tall and outwardly confident candidate is more likely to be perceived as intelligent and trustworthy. The halo and horn effect in recruitment is all about first impressions, whether they’re made on paper or when meeting face-to-face in an interview setting. How does the halo effect affect hiring decisions? Horn effect: A negative first impression that leads us to treat someone less favourably. Halo effect: A positive first impression that leads us to treat someone more favourably. Difference between horn effect and halo effect As a result, any negative characteristics are therefore overshadowed, such poor punctuality and communication skills, or frequently missing deadlines. Essentially, one redeeming aspect of a person leads us to cast their whole character in an inherently positive light. He astutely noted that 'conventionally-attractive' people tend to be perceived as being competent and successful. The term “the halo effect” was coined in the early 1920s by an American psychologist called Edward Thorndike. But if these judgements remain unaddressed, they can be a detriment to workplace culture and productivity, as well as leading to biased hiring decisions. Hopefully, over time you will gain a more accurate, well-rounded opinion of your peers. Almost all of us are guilty of making snap judgements, particularly in the workplace. Updated with steps for combating halo and horns effect in recruitment.Ĭhances are, you’ve probably heard of either the halo effect or the horn effect at some point in your career. ![]()
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