An interviewer has just given outstanding scores to an average applicant who followed several very poor applicants. what type of interviewing pitfall has the interviewer fallen into?
Answers
Answer:
Many candidates think they can gain an advantage when employers give them a choice of days and times by exploiting an order bias. The first candidate to interview might benefit from a committee's primacy bias. The last candidate to interview might benefit from a recency bias.
Answer:
Comparison to other candidates versus the hiring criteria.
Explanation:
There is a lot at stake when hiring the right person, so it is a normal anxiety. When interviewing a job candidate, there’s a very real temptation to focus on the things right in front of us — appearance, personality or skills listed on a résumé.
When an interviewer gives outstanding scores to an average candidate who followed pervious poor candidates, the interviewer is either comparing the candidates or is worried about filling the position.
This occurs when the interviewer allows the quality of previous candidates, particularly low-quality candidates, to influence perceptions of the current candidate. Stick to what you know the role requires in terms of talent, experience, expertise and presence.
There are six interviewing pitfalls:
1. First impression bias
2. Just like me bias
3. Halo error
4. Pressure to fill positions
5. Comparison to other candidates versus the hiring criteria
6. Delaying the decision
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