The timing of an interview, whether it occurs early or late in the selection process, is a factor that candidates and organizations alike often consider. Initial interviews may benefit from freshness of memory, while concluding interviews can allow for comparison against a wider pool of candidates. Understanding the potential advantages and disadvantages of each position is crucial for optimizing interview performance or conducting a robust hiring process.
The impact of interview order extends beyond simple recall. Primacy and recency effects, cognitive biases, can influence an interviewer’s perception. Early candidates may set the benchmark, creating a halo effect, while those interviewed later may be judged more critically against established standards. Recognizing these potential biases enables a more objective evaluation and selection process, leading to improved hiring outcomes and reduced risk of overlooking qualified individuals.
