Research On The Halo Effect Of Interviewers And Its Influence On Rating

The recruitment and selection of talents is the basic work in organization's human resources management.It can even say that it affects the quality of an organization's human resources directly.Interviewing is one of the important means of selecting talents.However,there will appear a lot of evaluation deviations inevitably during the interview process.The halo effect is one of the important evaluation biases that cannot be ignored.Its overgeneralizing evaluation affects the accuracy and credibility of interviewer's rating to the interviewee,which can easily leads to decision-making mistakes and brings great harm to the organization's personnel recruitment and selection work.Therefore,the study of halo effect has very important significance for improving the effectiveness of the organization's interview.In the current study of halo effect,there are many studies on the theory and measurement methods of halo effect.The empirical researches mainly focus on the influencing factors of the halo effect of the interviewer group,and it lacks studies on the halo effect and its influence on subsequent ratings.From the perspectives of behavioral decision theory,information processing theory and resource limitation theory,this paper studies and summarizes relevant documents such as the halo effect and the effectiveness of the interviewer's rating,and proposes a number of opposing hypotheses.Combined with the eye tracker,this study uses a simulated interview experiment with the traveler friendship scenario,and collects subjective and objective data such as memory,eye movements,ratings,and general impressions of the interviewer during the interview process,and uses multi-level models,linear regression,analytical methods for empirical research.The results of the data show that in the interview,different interviewers have different discrimination in the rating dimension.The interviewers who is prone to produce the halo effect amplification problem in the rating show a difference in the fixation,and the greater the halo effect,the more fixations on the interviewee.The main effect of the general impression on the interview rating is significant,and the moderating effect of the interviewer's gaze is significant.The average fixation duration of the interviewer on the interviewee enhances the impact between the general impression and the interviewer's rating.The interviewer's fixation count on the interviewee weakens the impact of the general impression on the rating.The empirical results of this paper can provide valuable suggestions for effectively reducing interviewers' halo effect during the interview.Firstly,on dimension selection,when designing a score sheet,companies should try to choose dimensions that are lessrelevant,reducing the halo effect formed by mutual interference between dimensions.Secondly,in the selection and training of the interviewer,companies should select interviewers with rich experience in human resource management and conduct targeted training for interviewers before the interview to increase the interviewers' understanding of the score factors.Thirdly,in terms of adjusting the interview process,when it is found that the interviewer makes frequent glances at the interviewee,the interviewer should be given corrective guidance so that he can allocate more cognitive resources to the fine processing of the interviewer's content.Finally,on the interviewers' verification bias control,interviewers should thoroughly understand the job interview requirements and rating factors before the interview,overcome their verification bias,and avoid the formation of general impression.