Increasing university fees and wish to be independent from parents is encouraging university students to have part-time jobs. During past ten years number of working students increased by 54% . According to the 'Guardian', 52% of university students in UK have part-time jobs to fund their studying an living costs. As this type of job might take up to 35 hours a week, we are going to investigate possible outcomes on social life and academic results.

Research made in Australia shows, that students who have part-time jobs are more likely to be happy about many aspects of their lives, especially social ones. However if the biggest part of their free time is occupied with job, do they have to sacrifice their social life in order to keep high grades and be productive at work?

Usually, part time jobs does not require deep knowledge or experience, so are students taking these jobs only for financial purposes, or they also have career perspectives in the field/company they are working in part-time?

Lastly, have students ever considered leaving their jobs if studying results were decreasing, or maybe they had thoughts to drop- out of university as salary was satisfying enough not to seek further degree?

To find out these answers 20 random university students will be surveyed.
First, and most common error is stereotyping. Companies loose qualified and skilled workers only because of this kind of unintentional discrimination. Grouping and labeling people according to one of their characteristics can warn managers about incompetent candidate, but also can be a false judgment. In this case we can take very simplistic examples: person having facial piercing is not a suitable for a manager position, even if having all the qualities and experience needed, he will not be able to represent company in a solid way. On the other hand female can be not hired for a taxi drivers position, as there is a stereotype about women being unskilled drivers. According to the Statistics Departament of Baltic states, 33% of female at least once were not hired because of their gender . This statistics proves that even in the 21st century western culture still is chained with prejudice and businesses feel negative outcomes of it directly, as well qualified people are not hired.
In addition to that, Halo and Horn effects appearing can mislead human resource managers. The halo effect suggests that recruitment is highly influenced by first impressions . If one of the persons features (looks, good education, experience) is very pleasing, even bad features can be not spotted. Vice versa with the Horn effect: one non attractive feature of a candidate will take over the positive ones and they will not be seen. In this case we can take an example of previous criminals that faces hard time finding jobs as their criminal history makes horn effect for the employers. Halo effect: person graduated from a prestigious university can be hired, despite his lack of experience. To prevent any of perception mistakes, training for people hiring staff is the most effective way. People recruiting who are aware of the common perception errors are more likely to see the whole picture of a candidate .
It is said that there is no second chance to create a first impression, however, if not carefully judged first impression can bring loss not only in the case if not qualified person is hired, but even if a perfect candidate is dismissed.
To sum it up, choosing a right person for a working position is as complicated, as for a employee to find a new job. During the selection process stereotyping, horn and halo effects appearing easily can confuse managers and in order to prevent these mistakes, managers must be trained for this particular job.