Halo Error

A bias introduced in the subjective evaluation of a person’s performance, in which the similar ratings are given in multiple categories, based on the evaluator’s general impression, and not necessarily on actual performance in these categories
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References in periodicals archive ?
Halo error occurs when students' perceptions of overall growth and development unduly influence their judgment of growth in specific domains.
Third, halo error can be more problematic in certain circumstances.
You may be making a halo error. Many interviewers get lost during the interview and go off on tangents or let candidates talk too much.
Recent research on halo error suggests that the lack of discriminant validity may be explained by a general impression model (Lance, Lapointe & Stewart, 1994) in that trustworthiness and charisma may simply be very general categorizations of the leader that influence subordinate ratings.
The halo effect (halo error) was first described in the psychology literature around the turn of this century.
However, the same perceptual processes that lead to halo error also form the basis of brand equity.
An interesting error often made by interviewers is called halo error.
distributional) examples of leniency and halo error. The major focus of this training was to change rater response distributions and presumably improve performance ratings.
Thus the model includes four general measurement constructs most typically used for the evaluation of rater training interventions: (1) halo error, (2) leniency error, (3) rating accuracy and (4) observational accuracy.
These categories were: (a) halo error, (b) leniency error, (c) rating accuracy, and (d) observational accuracy.
A potential problem was noted with both the halo error and rating accuracy dependent variables.
Rater error training alone appears to be moderately effective ar reducing halo error (d = .33) and somewhat less effective with respect to leniency (d = .21).