“晕轮效应”对考录公务员面试考官的影响与应对

The Influence of "Halo Effect" on Civil Service Interviewer and How to Deal with It

"晕轮效应"是一种主观心理臆测,是一个不可忽视、又无处不在的评价偏见,具有片面性、表面性和弥散性的特点。它存在于考官队伍中,对公务员的选拔工作会造成负面影响。"晕轮效应"作为一种心理现象,在公务员的面试过程中是不可消除的,因此,应该从主观上主动地去避免、克制,并且还要建立严格的选人用人制度,在客观上防止"晕轮效应"的出现,使"晕轮效应"的影响降到最低程度,保证面试的科学性和可靠性,努力做到公平、公开、公正地选拔人才,求得面试的效果最佳。

The ＂halo effect＂ is a subjective psychological speculation,should not be neglected,and everywhere in the evaluation of bias,one-sided,surface and diffuse features.It exists in the ranks of examiners,the selection of civil servants will have a negative impact.＂Halo effect＂ as a psychological phenomenon,the interview process in the civil service can not be eliminated,should take the initiative to avoid the subjective,restraint,and also to establish a strict system of selection and appointment,the objective to prevent the ＂halo effect＂ occurs,so that the ＂halo effect＂ to a minimum,ensure the scientific and reliability of the interview,to be fair, open and impartial selection of personnel,the interview obtained the best results.