Snap Judgment:

Do not jump to conclusions during the first few minutes of an interview.

Contrast Effect:

The applicant is likely to receive a more favorable evaluation if preceded by an average candidate and a less favorable evaluation if preceded by a strong candidate.

Too Much too Little Talking:

• Don’t let the applicant dominate the interview to the point where you could ask only too few questions.
• Don t' talk too much and give the applicant a chance to fully answer the questions.

Negative Emphasis:

In an interview don t' make your purpose a search for negatives of the applicant.

Halo Effect:

Don’t draw a general impression on the basis of a single positive or negative characteristic, i.e.: Being impressed with the candidate's speaking ability, does not mean that this candidate is good in all other aspects such as analytical thinking or problem solving 

Pressure to Hire:

If you are pressured to hire a new candidate be careful not to evaluate the applicant much more highly than he/ she really is.

Stereotyping:

Do not build initial judgments on a candidate just because he/she belongs to a certain group, e.g.: older employees aren't good at learning new skills

Non-Verbal Bias:

The interviewer places emphasis on non verbal cues that are unrelated to job performance, i.e.: hair length. Body movements. Etc.

Similar to Me Error:

Choosing candidates based on personal characteristics that they share with the interviewer rather than job related criteria.