In 1959, psychologists Miller and Campbell uncovered something subtle but powerful about human judgment. Their research revealed that our perception is heavily influenced by what we have just seen or experienced - a bias now known as the Contrast Effect.
When evaluating multiple options in sequence, we do not judge each one on its own merit. We judge it relative to the one that came just before. I realise that this happens often during the interviewing process.Three candidates are interviewed back-to-back. All three are exceptional - smart, articulate, deeply qualified. But because they are so close together in the schedule, each one starts blending into the other. The mind, seeking contrast, begins to feel that no one is truly standing out. Without realising it, the panel moves on, thinking, “We have not found the one yet.”
A few days later, another round of interviews is scheduled. This time, the first candidate is relatively weak. Struggles with answers. Appears unsure. The second candidate is average - nothing great, but confident enough, and able to handle the basics. Now, by contrast, this average candidate seems like a breath of fresh air. The panel feels relief, even excitement. The same mind that dismissed truly exceptional candidates earlier now concludes, “Finally, someone good enough.”
This is how the contrast effect quietly misleads us. We think we are being fair, but we are actually shifting the bar without noticing. We may end up rejecting top-tier talent and settling for someone just because they stood next to someone weaker. The damage is twofold: We lose out on excellence, and we compromise on quality. That is why it is important to design hiring processes that break free from this bias.sainterview, our AI-powered autonomous interview platform, does exactly that. It ensures each candidate is assessed independently - based on their own performance, not on who came before them. The system generates tailored questions, evaluates responses consistently, and removes the emotional noise and context-switching that human interviews often suffer from.Great hiring is not just about spotting brilliance. It is about recognising it when it appears - whether it comes first, third, or last. The contrast effect may be human. But it should not decide who gets hired.
