This is the tendency to judge the likelihood or probability of something based on its similarity or resemblance to a stereotype, prototype, or category, rather than on its actual characteristics or evidence. For example, if a candidate has a certain appearance or background that is typical or expected for the job, we may be more likely to assume that they are a good fit or a good candidate, even if there is no other evidence or information to support this judgment. The representativeness bias can cause us to make biased or stereotypical hiring decisions, and it can lead us to overlook qualified or unique candidates who may not fit our expectations or assumptions.