Person perception is the process by which individuals attribute characteristics or traits to other people. It is closely related to the attribution process. In terms of the perceptual process, person perception is one example of the more general process of perception.
That is, it follows the same sequence of observation, selection, organization, interpretation, and response. Factors that specifically influence how one person perceives another include: characteristics of the person being perceived, characteristics of the perceiver, and the situation or context within which the perception takes place.
Accuracy of judgment is important in the employment interview because the interviewer is making a decision regarding whether or not to hire an employee. This decision has legal, ethical, and financial ramifications for the organization. If the job candidate's performance is likely to be good, a positive decision is appropriate; whereas, if the candidate's performance is likely to be bad, he or she should be rejected.
Common interview errors include: similarity error (a positive or negative bias based upon personal similarities or differences); contrast error (comparing candidates to others interviewed at the same time, rather than to an absolute standard); overweighting of negative information (overreacting to bad information); race, sex, and age bias (reacting more or less positively based upon these characteristics); and first-impression error (primacy effects that are resistant to change).
Accuracy of judgment is important in the employment interview because the interviewer is making a decision regarding whether or not to hire an employee. This decision has legal, ethical, and financial ramifications for the organization. If the job candidate's performance is likely to be good, a positive decision is appropriate; whereas, if the candidate's performance is likely to be bad, he or she should be rejected.
Common interview errors include: similarity error (a positive or negative bias based upon personal similarities or differences); contrast error (comparing candidates to others interviewed at the same time, rather than to an absolute standard); overweighting of negative information (overreacting to bad information); race, sex, and age bias (reacting more or less positively based upon these characteristics); and first-impression error (primacy effects that are resistant to change).
The relationship of person perception process to the more general process of perception
![The relationship of person perception process to the more general process of perception]()
Reviewed by Hosne
on
8:37 AM
Rating:
