Choosing and Using Information in Evaluation Decisions
We use a controlled experiment to study how information acquisition impacts candidate evaluations. We provide evaluators with group-level information on performance and the opportunity to acquire additional, individual-level performance information before making a final evaluation. We find that, on average, evaluators under-acquire individual-level information, leading to more stereotypical evaluations of candidates. Consistent with stereotyping, we find that (irrelevant) group-level comparisons have a significant impact on how candidates are evaluated; group-level comparisons bias initial assessments, responses to information, and final evaluations. This leads to under-recognition of talented candidates from comparatively weaker groups and over-selection of untalented candidates from comparatively stronger groups.