Is a common distorting effect within systems of performance appraisal. It refers to the appraiser assessing employee performance, not on work undertaken across the full performance management cycle, but only on recent events or activities that can be readily recalled. Recency bias can be countered by keeping a record of appraisee performance over the full period of work that is being appraised. [See halo effect and perceptual bias.]
Subjects: Human Resource Management.