A Question of Judgment∶ Interviewers favour those seen first
People are, on the whole, poor at considering background information when making individual decisions. At first glance this might seem like a strength that grants the ability to make judgments which are unbiased by external factors. But Dr Uri Simonsohn speculated that an inability to consider the big picture was leading decision-makers to be biased by the daily samples of information they were working with. For example, he theorised that a judge fearful of appearing too soft on crime might be more likely to send someone to prison if he had already sentenced five or six other defendants only to forced community service on that day.
To test this idea, he turned to the university-admissions process. In theory, the success of an applicant should not depend on the few others chosen randomly for interview during the same day, but Dr Simonsohn suspected the truth was otherwise.
He studied the results of 9,323 MBA interviews conducted by 31 admissions officers. The interviewers had rated applicants on a scale of one to five. This scale took numerous factors into consideration. The scores were then used in conjunction with an applicant's score on the Graduate Management Admission Test, or GMAT, a standardised exam which is marked out of 800 points, to make a decision on whether to accept him or her.
Dr Simonsohn found if the score of the previous candidate in a daily series of interviewees was 0.75 points or more higher than that of the one before that, then the score for the next applicant would drop by an average of 0.075 points. This might sound small, but to undo the effects of such a decrease a candidate would need 30 more GMAT points than would otherwise have been necessary.