Overview & Description:

The halo effect is a type of cognitive bias where our overall impression of a person influences how we feel and think about their character. Essentially, our assessment of one aspect of that person can transfer onto our assessment of the person as a whole.

Key Points:

• First Impressions: How initial positive impressions can influence subsequent judgements.
• Bias in Evaluation: Sometimes better-looking individuals or those we perceive positively in one aspect are assumed to be superior in many other aspects as well.

Example:

Imagine you’re part of a hiring panel, and the candidate walks into the room. The candidate is sharply dressed and exudes a confident demeanor. Due to the halo effect, the panel might unconsciously assume the candidate is competent, skilled, and suitable for the position, basing this only on the initial positive perception without deeply evaluating their qualifications or responses during the interview. Another real-world example can be found in evaluations of teachers. Students who perceive a teacher as warm and friendly may rate them higher on clarity and helpfulness, even though these aspects have not been directly experienced or observed.

Implications:

Understanding the halo effect can help mitigate biases in assessments and judgments in areas like recruitment, service delivery, and education.

References:

• Nisbett, R. E., & Wilson, T. D. (1977). The halo effect: Evidence for unconscious alteration of judgments. Journal of personality and social psychology, 35(4), 250.