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Common Interview Rating Errors: Enhancing the Structured Interview Process

Common Interview Rating Errors: Enhancing the Structured Interview Process



As hiring managers, it is crucial to understand the significance of accurate interview ratings. The structured interview process offers a systematic approach to evaluate candidates objectively. However, certain common rating errors can hinder the effectiveness of this process. In this blog, we will explore these errors and provide insights to help you enhance your structured interview process.

The Halo Effect:

The Halo Effect occurs when an interviewer's overall positive or negative impression of a candidate influences their evaluation of specific attributes. To mitigate this error, hiring managers should create a structured interview guide with clear evaluation criteria for each question, ensuring objective assessment rather than relying solely on general impressions.

Contrast Effect:

The Contrast Effect arises when interviewers compare candidates to one another rather than assessing them against predetermined criteria. This error can lead to inflated or deflated ratings. To avoid this, it is important to establish a standardized rating scale and consistently apply it to each candidate independently.

First Impression Bias:

First Impression Bias occurs when interviewers form an opinion about a candidate based on initial interactions, leading to skewed evaluations throughout the interview. Overcoming this error requires structured interviews with multiple rounds and predetermined questions, enabling a more comprehensive evaluation and reducing the influence of first impressions.

Similarity Bias:

Similarity Bias arises when interviewers favor candidates who share similar backgrounds, experiences, or personalities, unintentionally excluding diverse talent. Implementing structured interview questions that assess core competencies rather than relying on personal similarities helps mitigate this error, fostering a more inclusive hiring process.


By acknowledging and addressing common interview rating errors, hiring managers can enhance the effectiveness of the structured interview process. Establishing clear evaluation criteria, utilizing standardized rating scales, conducting multiple interview rounds, and focusing on core competencies can contribute to fairer and more accurate assessments, ultimately leading to better hiring decisions.


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