This is the tendency to believe that we have more control over a situation or an outcome than we actually do, and to underestimate the role of chance, randomness, or external factors. For example, if we believe that we can predict the success of a candidate based on a single interview or assessment, we may be more likely to overlook the unpredictable or uncontrollable aspects of the hiring process, such as the performance of the candidate in the actual job or the changing needs of the organization. The illusion of control can cause us to make overconfident or unrealistic hiring decisions, and it can lead us to underestimate the value of contingency planning, diversity, or adaptability in the hiring process.