Hi,
Does the Halo effect affect the recruitment process? If so, what would be the repercussions? For example, if during the recruitment process, the interviewer hires a candidate based on factors like the way they dress and speak, will this impact the work environment of the company if the candidate is hired?
Please share your opinion.
Best regards,
cgnanij
From India, Madras
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9Does the Halo effect affect the recruitment process? If so, what would be the repercussions? For example, if during the recruitment process, the interviewer hires a candidate based on factors like the way they dress and speak, will this impact the work environment of the company if the candidate is hired?
Please share your opinion.
Best regards,
cgnanij
From India, Madras
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The "Halo effect" is one of the perceptual biases that indicates perception is based on only certain characteristics like intelligence, dress, etc.
In the selection process, if the interviewer selects a candidate based on any single characteristic they admire, there is a possibility of choosing the wrong candidate. This can result in poor performance, followed by high turnover rates later on, leading to significant losses for the company.
Looking at another angle, the Halo effect can also have positive implications. Certain positions require specific traits to perform optimally. For instance, a salesperson needs to be proficient in the local language and have excellent communication skills. In such cases, selecting candidates based on a single crucial trait, such as effective communication, can be the best option. Utilizing the Halo effect in this scenario can prove advantageous.
Hema Murali
From India, Coimbatore
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In the selection process, if the interviewer selects a candidate based on any single characteristic they admire, there is a possibility of choosing the wrong candidate. This can result in poor performance, followed by high turnover rates later on, leading to significant losses for the company.
Looking at another angle, the Halo effect can also have positive implications. Certain positions require specific traits to perform optimally. For instance, a salesperson needs to be proficient in the local language and have excellent communication skills. In such cases, selecting candidates based on a single crucial trait, such as effective communication, can be the best option. Utilizing the Halo effect in this scenario can prove advantageous.
Hema Murali
From India, Coimbatore
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Halo effect can bring in negative impact to the recruitment process......It would be the wrong basis for judging the candidate ...thus resulting in a Bad Hire...!!
From India
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From India
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I agree on the negative impact of the Halo effect in the selection process. A successful selection process judges suitability using multiple factors. Halo and Horn effects should be considered when implementing the selection process.
From United Arab Emirates, Dubai
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From United Arab Emirates, Dubai
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Sometimes it works out, But when we are selecting, basic need wud be how he is proficient in his present and work skills. Tell me, if i am wrong...........!!!
From United States, Tempe
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From United States, Tempe
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These attributes should also be present.
Sometimes, there might not be another attribute to check for. Say, what else will you see while recruiting a fresher for a Marketing job?
We do not measure or follow up on the halo effect, for it is taken for granted. When a candidate is screened in the first round, have you ever noticed that people who do not dress well and who do not speak well almost never make it to the second round? In my 11 years of HR career, I have hired lame and sometimes even blind people. I regret to say, never a dumb person. Communication is very important. We do not hire people who do not communicate well with us, as communication issues could arise over time.
I have noticed a few project stakeholders who are short in stature do not hire tall people. I am still looking for a capable HR person who looks like a ROCK or STONE COLD STEVE AUSTIN. Looking extra manly does not deserve many positions. The same goes for puny guys. Many, okay, let me be honest, almost none of those who are puny make it to middle-level management, let alone higher levels of management.
Many times, we give excuses to ourselves.
From India, Madras
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Sometimes, there might not be another attribute to check for. Say, what else will you see while recruiting a fresher for a Marketing job?
We do not measure or follow up on the halo effect, for it is taken for granted. When a candidate is screened in the first round, have you ever noticed that people who do not dress well and who do not speak well almost never make it to the second round? In my 11 years of HR career, I have hired lame and sometimes even blind people. I regret to say, never a dumb person. Communication is very important. We do not hire people who do not communicate well with us, as communication issues could arise over time.
I have noticed a few project stakeholders who are short in stature do not hire tall people. I am still looking for a capable HR person who looks like a ROCK or STONE COLD STEVE AUSTIN. Looking extra manly does not deserve many positions. The same goes for puny guys. Many, okay, let me be honest, almost none of those who are puny make it to middle-level management, let alone higher levels of management.
Many times, we give excuses to ourselves.
From India, Madras
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Recruitment and Selection based on the halo effect often results in poor hiring decisions. While many companies place significant emphasis on candidates' attire and communication skills, these factors should not be the sole criteria for making hiring decisions. Job knowledge, experience, as well as the level of commitment and enthusiasm, should also be taken into consideration.
From Pakistan, Karachi
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From Pakistan, Karachi
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2-RECRUITMENT PROCESS-2.doc