This study investigates the halo effect in AI-driven hiring evaluations using Large Language Models (LLMs) and Multimodal Large Language Models (MLLMs). Through experiments with hypothetical job applications, we examined how these models’ evaluations are influenced by non-job-related information, including extracurricular activities and social media images. By analyzing models’ responses to Likert-scale questions across different competency dimensions, we found that AI models exhibit significant halo effects, particularly in image-based evaluations, while text-based assessments showed more resistance to bias. The findings demonstrate that supplementary multimodal information can substantially influence AI hiring decisions, highlighting potential risks in AI-based recruitment systems.

Recent advancements in Large Language Models (LLMs) have demonstrated their ability to simulate human-like decision-making, yet the impact of psychological pressures on their decision-making processes remains underexplored. To understand how psychological pressures influence decision-making in LLMs, we tested LLMs on various high-level tasks, using both explicit and implicit pressure prompts. Moreover, we examined LLM responses under different personas to compare with human behavior under pressure. Our findings show that pressures significantly affect LLMs’ decision-making, varying across tasks and models. Persona-based analysis suggests some models exhibit human-like sensitivity to pressure, though with some variability. Furthermore, by analyzing both the responses and reasoning patterns, we identified the values LLMs prioritize under specific social pressures. These insights deepen our understanding of LLM behavior and demonstrate the potential for more realistic social simulation experiments.