Fran's decision demonstrates the horn effect. This phenomenon, also known as the harshness bias, is the tendency to allow one irritating aspect of the interviewee's performance to dominate perception. An interviewer should be aware of this potential pitfall, and should consider whether the characteristic he finds distracting will likely be so to other people, or whether it bears signif icantly on job performance. In this case, Glenda's voice will probably not have much effect on her performance as an accountant. The central tendency, meanwhile, is a bias towards rating all candidates roughly equal. Stereotyping bias is a tendency to attribute certain characteristics to an interviewee because of his gender, ethnicity, religion, etc. The cultural noise bias is created when an interviewee answers questions not honestly, but in the way he believes the interviewer wants them to be answered.

Emergencies can come in all shapes and sizes, and the emergency response plan will need to vary accordingly. The process of risk identif ication, of ten occurring within a larger enterprise risk management (ERM) effort, seeks to not just identif y all possible risks but weigh the probability of their occurrence, as well as their overall impact if they were to occur. Any employee input and practical drills will be affected by what type of emergency is being planned for, such as weather (tornado warning), structural (kitchen fire), health (customer heart attack), environmental (active shooter), etc. Risk consultants may be involved in the later stages of risk identif ication as well as response planning, but an organization will need to do at least a basic risk identif ication process in order to research and hire the most appropriate and equipped consultant.

Aptitude tests assess a candidate's abilities, skills, or ability to learn new tasks. In a situation where an employee is being hired to manage a new computer system, an aptitude test may help identif y the candidate who will be best suited to learning the new system while also learning about a new team and new organization. Cross-cultural assessment tools test a candidate's familiarity with and agility among dif ferent demographics of people or places and may be useful for a position being hired within a global company/environment. Cognitive ability tests assess a candidate's raw intelligence and may be useful for a position that requires certain skills, knowledge, or reasoning abilities. Personality tests measure more personal characteristics, such as attitudes, emotional responses, and motivations. It is important to note that the use of a personality test in pre-employment screening may be perceived as an invasion of privacy or discriminatory in nature if it does not apply to the job responsibilities.

Depending on the conversation, each of the answer options may be an important component of a successful conversation; however, active listening and its various building blocks (reflections, open-ended questions, affirmations, etc.) is the most impactful tool due to its ability to gain the trust of the other conversation participants as well as reduce any noise that may interfere with clear communication. A well-researched response is only as strong as the other part'/s willingness to listen. An assertive opening statement can be important in certain situations, but if the other party has their own priorities they wish to share, that can reduce the impact of a strong opening statement. Confident body language can be an important piece of conveying authority but can be misconstrued as acres-sive if the conversation itself does not progress in a mutual give-and- take between participants.

By allowing his intuition to guide his preference, Eric is relying on the bias of his gut feeling.
Answer choice A is incorrect because a first impression bias means the interviewer allows an immediate impression of a candidate to determine a decision. Answer choice B is incorrect because a cultural noise bias means the candidate responds with pointed answers that are aimed at making the interviewer happy rather than responding in a more natural or general way. Answer choice D is incorrect because a leniency bias occurs when the interviewer is lenient in regard to a candidate and fails to take potential weaknesses into account