For example, if an interviewer sees two or three weak candidates followed by an average candidates, the latter is judged too leniently. There is a little hard to control this variable. Common observations of people's behaviour, both at work and in everyday life, suggests that most individuals possess both favourable and unfavorable characteristics. The individual candidate who is superior on all favourable characteristics is extremely rare as is the individual who has no redeeming features. Yet research evidence indicates that interviewers frequently perceive people in these black and white terms.
Candidates tend to be judged as all good or all bad.
This halo effect is particularly likely to occur where a candidate has a single outstanding characteristic. For example, it a candidate is unusually high on one attribute, interviewers typically tend to minimise or ignore any weaknesses they have in other areas. In many instances this can be helpful. However, there are often subtle cultural and gender difference in body language which can lead to us making the wrong assumptions about a person. For example, in some cultures, individuals will not look an interviewer in the eye to show respect.