This is the tendency to seek out more information, even if it is not relevant or useful, and to use it to make decisions, even if it is not reliable or valid. For example, if we have access to a lot of data about a candidate, such as their performance evaluations or social media profiles, we may be more likely to use that information to make a hiring decision, even if it is not relevant to the job or the organization. The information bias can cause us to make over-complicated or over-reliant hiring decisions, and it can lead us to overlook the value of qualitative or subjective information, such as references or interviews, in the hiring process.