A hiring manager relies heavily on the applicant’s first 30 seconds of conversation to judge competence. This is an example of:

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The question describes a hiring manager who relies heavily on the applicant’s first 30 seconds of conversation to judge competence. This is an observation about how initial information affects judgments.
Option 1: Halo effect. The halo effect is when a single positive trait influences overall perception of a person’s other traits. While it can influence judgments, it is about a general overall impression carried from one trait to others, not specifically about initial time-based impressions. In this scenario, the emphasis is on early presentation timing, not a broader positive impression across unrelated traits.
Option 2: Framing. Framing involves presenting information in a way that influences interpretation or decision-making, such as emphasizing gains vs. losses. The scenario centers on time-based judgment rather than how the information is framed or presented. Therefore, framing is not the best fit for this description.
Option 3: Confirmation Bias. Confirmation bias is the tendency to search for, interpret, and remember information in a way that confirms preconceptions. While interview judgments can be affected by bias, the specific emphasis on the first impression timing points more directly to a timing-based cognitive effect rather than a bias toward preexisting beliefs.
Option 4: Base-rate fallacy. The base-rate fallacy involves ignoring general statistical information (base rates) in favor of specific information. The situation does not discuss statistical reasoning or ignoring base rates; it focuses on how initial impressions are formed, so this option does not match the scenario.
Option 5: Primacy effect. The primacy effect describes the tendency for information encountered early in a sequence to have a disproportionate influence on judgments or memory. In hiring, the first impression formed in the initial 30 seconds can strongly color perceptions of competence, making this option the best fit for the described phenomenon.

33:620:302:01 MANAGEMENT SKILLS Final Exam

A hiring manager relies heavily on the applicant’s first 30 seconds of conversation to judge competence. This is an example of:

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