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Important Tips An Assessor Should Follow While Gathering An Evidence of An Assessor

The document provides tips for assessors to avoid biases when gathering evidence about candidates. It discusses 7 biases assessors should be aware of: 1) first impressions bias, 2) halo effect, 3) similarity bias, 4) stereotyping, 5) contrast effect, 6) expectations bias, and 7) Hawthorne effect. It also outlines behaviors related to human relations, objectivity, and persistence that assessors should demonstrate.

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Tsehayou Sieley
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71 views11 pages

Important Tips An Assessor Should Follow While Gathering An Evidence of An Assessor

The document provides tips for assessors to avoid biases when gathering evidence about candidates. It discusses 7 biases assessors should be aware of: 1) first impressions bias, 2) halo effect, 3) similarity bias, 4) stereotyping, 5) contrast effect, 6) expectations bias, and 7) Hawthorne effect. It also outlines behaviors related to human relations, objectivity, and persistence that assessors should demonstrate.

Uploaded by

Tsehayou Sieley
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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IMPORTANT TIPS AN ASSESSOR

SHOULD FOLLOW WHILE


GATHERING AN EVIDENCE OF
AN ASSESSOR.
While gathering
evidence------------

FIRST IMPRESSION

A favorable or unfavorable judgment is


made about a candidate in the early stages
of the assessment process. During the rest
of the assessment, the assessor is effected
by those first impressions rather than
concentrating on the candidate’s actual
standard of performance
THE HALO
EFFECT

The assessor makes


judgment about the candidate
based on previous behavioral
or personal preference rather
than the candidate’s actual
standard of performance
SIMILAR TO ME

The assessor makes


favorable judgment
about candidates
because they appear to
have similar
characteristics or work
habits to the assessor
STEREOTYPING

The assessor judges the


candidate based on a candidates
personal characteristics rather
than the performance itself
CONTRAST EFFECT
The assessment may be
affected by the quality (good
or bad) of previous candidate
EXPECTATIONS

The assessor’s prior knowledge about the


candidate may lead to the assessor to expect
an unreasonable performance by the
candidate
THE HAWTHORN
EFFECT
An assessor’s presence may
change the candidate’s
performance – for better or worse
HUMAN RELATIONS
Behavioral indicators include:
1. Promoting environment conducive to job
• establishes interpersonal/intra-personal relationship
• adjusts easily to situation
• listens attentively to spoken and unspoken words
• respects opinion of others

2. Expressing self warmly


• shows courtesy even to non-equals
• communicates clearly and effectively
• handles mal-adaptive behavior tactfully

3. Presenting oneself as a source of inspiration


• controls emotion outburst
• shows patience
• exercises self-control
• practices self-discipline
OBJECTIVITY
Behavioral indicators include:
1. Showing impartiality and fairness on the job
• treats people fairly and justly
• complies strictly according to standards
• observes rules and regulations intently
• maintains sense of fairness
2. Practicing professional ethics
• safeguards the validity of test instruments
• observes confidentiality
• asserts authority
• shows consistency
• promotes safety consciousness
• maintains integrity at all times
PERSISTENCE

Behavioral indicators :
• Observes guidelines religiously
• Approaches tasks methodically
• Gives instructions accurately
• Stresses important points accordingly
• Insists on following instruction

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