Dear Freinds,
Can anyone tell me the exact difference between "Halo Effect" & "Horns Effect"....i suppose both these have an impact on Recruitments as well as Appraisals in HRM?
Looking forward towards your views.
Regards,
Rohan Kelkar
From India, Mumbai
7Can anyone tell me the exact difference between "Halo Effect" & "Horns Effect"....i suppose both these have an impact on Recruitments as well as Appraisals in HRM?
Looking forward towards your views.
Regards,
Rohan Kelkar
From India, Mumbai
Dear Rohan
Greetings!
The 'halo effect' impacts employee selection and evaluation
Recruiters and people managers should consider the impact of the "halo effect" on their decision making processes.
Phil Rosenzweig is a professor of strategy and international management at the IMD Business School in Switzerland and author of a book on the halo effect.
He wrote in People Management magazine: "Much of our everyday thinking in business is shaped by misconceptions - errors of logic and biases in judgment that distort our thinking. These errors are widespread and are particularly common when it comes to managing people."
The phenomenon is most obvious in the recruitment and job interview scenario. It is easy to be swayed by a CV containing strong academics from a good school and a good employment history.
This can influence how you assess the candidate's interview answers. It this situation it is difficult to be objective and not make inferences.
Rosenzweig said one solution is to "use objective data such as standardised tests, or results from assessment centres".
Pre-employment screening is also a valuable way of probing the credibility of a candidate's CV.
Rgds,
John N
From India, Madras
Greetings!
The 'halo effect' impacts employee selection and evaluation
Recruiters and people managers should consider the impact of the "halo effect" on their decision making processes.
Phil Rosenzweig is a professor of strategy and international management at the IMD Business School in Switzerland and author of a book on the halo effect.
He wrote in People Management magazine: "Much of our everyday thinking in business is shaped by misconceptions - errors of logic and biases in judgment that distort our thinking. These errors are widespread and are particularly common when it comes to managing people."
The phenomenon is most obvious in the recruitment and job interview scenario. It is easy to be swayed by a CV containing strong academics from a good school and a good employment history.
This can influence how you assess the candidate's interview answers. It this situation it is difficult to be objective and not make inferences.
Rosenzweig said one solution is to "use objective data such as standardised tests, or results from assessment centres".
Pre-employment screening is also a valuable way of probing the credibility of a candidate's CV.
Rgds,
John N
From India, Madras
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