The concept of the outcome bias is severely debilitating for several organizations. We tend to focus on the results rather than the intentions. This particularly affects talent recruitment as seniors who select newcomers do so often on the basis of genuinely thought out strategies rather than selfish gains. The employee thus recruited may still perform badly in spite of the best of intentions. Studies have shown that when two different decision makers are compared, participants are more likely to look up for the results alone rather than when shown separately. Thus it has been understood that in order to really benefit the organization, evaluations on major decisions such as recruitment must be done before the outcome is released as that rewards people who care for the overall good and not short-term gains.  


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