This is the tendency to remember and give more weight to information that comes last or at the end, and to forget or discount information that comes earlier or at the beginning. For example, if we interview a candidate and they make a strong or positive impression at the end of the interview, we may be more likely to remember and evaluate them based on that impression, even if they had a weaker or negative performance earlier on. The recency 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.