Which Of The Perceptual Errors Listed In Table 7-2 Are Affecting Recruiters

Which of the perceptual errors listed in Table 7-2 are affecting recruiters' perceptions in this case? Discuss

How does anyone go about the process of evaluating another individual? What are the aspects of one individual’s perception that formulate a prediction about someone else? Kreitner and Kinicki (2013) define stereotypes as perceptions about groups of people and by extension as perceptions about an individual as well. These questions are functional in multiple categories, including choosing which kid to play ball with, which girl to take to the movie, which graduate school to matriculate with, or even which employee to hire. Sometimes we get it right, and sometimes we miss. The negative outcomes or perceptual errors have been categorized into five common perceptual errors, which are halo effect, leniency effect, central tendency effect, recency effect and contrast effect (Kreitner and Kinicki, 2013). In the context of the case study, there are three prime examples of

By evading the question directly, the employee candidate has set the stage for the recruiter to reject their potential and therefore reject them as a potential employee (Kreitner and Kinicki, 2013). The second example was described as a candidate responding with an answer that was viewed as being in direct opposition of one of the company values, therefore this candidate was rejected based upon lacking a highly valued attribute from their perspective (Kreitner and Kinicki, 2013). The third example involves responding to the question with a response that is considered to be what the recruiter expects to hear. Kreitner and Kinicki (2013) used the example of a candidate claiming being a perfectionist as being a weakness. This claim is redefined by the recruiter as meaning something totally different than what was originally portrayed because of previous experiences with