Unguren, EnginTurker, Nazli2026-01-242026-01-2420242050-36362050-3644https://doi.org/10.1504/MEJM.2023.10055366https://hdl.handle.net/20.500.12868/5211This study aims to determine whether or not candidates' curriculum vitae generate halo and contrast effects on recruiters' decisions for a particular professional position. The true experimental design of the study was conducted. A total of 900 university students in tourism participated in the study. A fictional scenario based on recruitment was set up and evaluations were tested with research questions regarding said scenarios. Respondents in control and experiment groups evaluated with 15-day intervals the curriculum vitae of different candidates, who applied for a front office department manager position, concerning their professional adequacy, perceived performance, and employability. Findings revealed that respondents base their candidate evaluations on comparisons rather than the requirements of the position. Moreover, respondents are observed to make inferences regarding candidates' personality traits based on the information they provide in their curriculum vitae. The findings of the study contribute to understanding potential rater bias in recruitment.eninfo:eu-repo/semantics/closedAccesshalo effectcontrast effectrecruitmentselectionexperimental designArticle10.1504/MEJM.2023.10055366113340356WOS:001211919600006Q4