Post-screening
What is fundamental attribution error?
Fundamental Attribution Error makes you assume that a person’s actions depend on what “kind” of person they are, rather than on the external factors that influence this person.
Example of the fundamental attribution error in the hiring process.
When a candidate is struggling to vocalise themself in an interview, the recruiter or hiring manager might think this person is a poor communicator. However, the candidate might also have been very anxious during the interview as they had a very negative experience with job interviews. In a more comfortable situation, this candidate actually is a much better communicator.
The same example also fits in line with the Horns effect. The Horns Effect makes you create a very negative judgment about a candidate just because one specific characteristic stood out negatively, so in the example mentioned above – when a candidate struggles to vocalise themselves, you might automatically perceive that they are bad at communicating.
