This is the tendency to remember and give more weight to information that comes first or at the beginning, and to forget or discount information that comes later or at the end. For example, if we interview a candidate and they make a strong or positive impression at the start of the interview, we may be more likely to remember and evaluate them based on that impression, even if they have a weaker or negative performance later on. The primacy effect can cause us to make biased or incomplete hiring decisions, and it can lead us to overlook important or relevant information in the hiring process.