The tendency to use overall impressions to guide scoring rather than individual responses. This can result in similar ratings across different competencies that are measured.
The tendency to provide only high ratings across candidates. This reduces variability in scores making it more difficult to distinguish between candidates.
The tendency to remember only the first and last piece of information during an interview or the first and last candidates interviewed.
The tendency for first impressions to influence an interviewer’s subsequent judgments of a candidate in the rating process.
The tendency to favor candidates that display similar background, demographic, or attitudinal similarities.