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.css-1xk85qb-BreadcrumbsWrapper{font-size:var(–typography-summary-font-size-s);font-family:var(–font-font-stack-retina-narrow);font-weight:var(–typography-summary-standard-s-font-weight);text-transform:uppercase;}@media print{.css-1xk85qb-BreadcrumbsWrapper nav ul{margin-left:0px;}.css-1xk85qb-BreadcrumbsWrapper nav li{font-size:var(–typography-summary-font-size-s);padding-left:0px;color:var(–secondary-text-color);}.css-1xk85qb-BreadcrumbsWrapper nav li a:after{content:”;}.css-1xk85qb-BreadcrumbsWrapper a{-webkit-text-decoration:underline;text-decoration:underline;color:var(–color-black);border-bottom:none;}.css-1xk85qb-BreadcrumbsWrapper nav li a{-webkit-text-decoration:none;text-decoration:none;content:”;}}

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They have never had so much data to guide their decisions. But teams and companies still get hiring and firing wrong because of psychological biases.

This post first appeared on wsj.com

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