This is the tendency to remember or evaluate our past decisions or choices in a positive or favorable light, even if they were not the best or most optimal choices at the time. For example, if we have hired a candidate who did not perform well on the job, we may be more likely to attribute their poor performance to external factors or to their lack of effort, rather than to our own error or mistake in hiring them. The choice-supportive bias can cause us to make biased or unrealistic judgments about our hiring decisions, and it can lead us to overlook the value of learning, feedback, or improvement in the hiring process.