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Home » Miidas Co., Ltd. Are people in their 20s more concerned about evaluations? Do decisions made by people in their 50s change depending on how information is presented? Data analysis reveals characteristics of bias by age group

Miidas Co., Ltd. Are people in their 20s more concerned about evaluations? Do decisions made by people in their 50s change depending on how information is presented? Data analysis reveals characteristics of bias by age group

Midas Co., Ltd.
Are people in their 20s more concerned about evaluations? Do decisions made by people in their 50s change depending on how information is presented? Data analysis reveals characteristics of bias by age group ……
Midas, a mid-career recruitment service operated by Midas Co., Ltd. (Headquarters: Minato-ku, Tokyo, President and CEO: Yoshie Goto) of the Persol Group, whose vision is “Work and Smile.” We conducted an analysis of the relationship between age and bias based on test data from the “Bias Diagnosis Game”. “As you get older, do you make different judgments about the same information depending on how it is presented?” and “Are younger people more likely to be concerned about evaluations?” The “certain things” that we feel in everyday life are quantified, and the characteristics of age-related biases are quantified. has become clear.
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People with high framing effects
Survey summary
・In 10 out of 22 bias diagnosis items, a characteristic trend was observed between bias diagnosis scores and age groups.
・Biases that become stronger as age increases: 6 out of 22 items apply, including “empathy,” which refers to the ease with which people feel empathy, sympathy, and empathy for others.
・Biases that become weaker as you get older: 4 out of 22 items apply, including “avoiding negative evaluations,” which concerns others’ evaluations.
・As people get older, they become more tolerant of business-like relationships, but because of their diverse past experiences, they also tend to become more cautious and conservative, making it easier to view things negatively.
▼Click here to download the report of this survey
https://corp.miidas.jp/documents/rr_08?type=docs
■Survey overview
・Analysis of 10-level evaluation results for 22 items found in the test results of “Miidas” “Bias Diagnosis Game”
・Extracted items that showed trends by age in regression analysis from the test data for the “Miidas” “Bias Diagnosis Game” for the period from October 1, 2021 to September 30, 2023*
*Using data from 43,245 people aged 20 to 59 who took the “Bias Diagnosis Game” during the period. This differs from the number of new registrants during the period.
Note: Please note that bias varies greatly from person to person and is simply a trend based on age.
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Please include the source as follows.
Source: Miidas Co., Ltd. (https://miidas.co.jp/newsrelease/20240604/) Biases that become stronger as you get older
■“99% success, 1% failure” Can you make the same judgment using different expressions of the same content? The framing effect becomes stronger as the age increases.
The “framing effect,” which indicates whether judgments are easily influenced by expressions, becomes stronger as the age increases, with the average score for people in their 50s being 0.50 points higher than for people in their 20s.
As we get older, we process information based on experience, and as a result, it is thought that we are more susceptible to not only the information itself, but also the way it is expressed as positive or negative.
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■Does that person actually sympathize with you? The older you get, the more you empathize with others.
The “empathy bias,” which refers to the ease with which people feel empathy, sympathy, and empathy for others, increases with age, with the average score for people in their 50s being 0.64 points higher than for people in their 20s.
From a young person’s perspective, it may not seem like older generations empathize with each other, but based on accumulated life experiences, it seems that the older you get, the more you understand and empathize with others. .
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■Is it necessary to prepare carefully because it will be received negatively? The older you get, the stronger your negative feelings become.
The “negative emotional bias,” which refers to the tendency to have negative emotions toward things, increases with age, with the average score for people in their 50s being 0.50 points higher than for people in their 20s.
This is thought to be due to the fact that as experience levels increase, people become more sensitive to risks and failures, making them more likely to have negative emotions.
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■Which is more important, the present or the future? The older you get, the more you prioritize current profits and pleasures.
The “present-oriented bias,” the degree to which people value visible current values ​​more highly than future values, increases with age, with the average score for people in their 50s being 0.66 points higher than for people in their 20s.
It is thought that as we age, the temporal distance to the future becomes shorter, and as a result, we become more present-oriented.
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■Are you not influenced by yourself or others? As we get older, we become better able to control our emotions and biases and act accordingly.
Emotional/bias control, which refers to the ability to control others’ evaluations and one’s own preferences when making decisions, both increased as one’s age increased.
This is because while younger people tend to prioritize others’ evaluations and their own preferences, as people get older they experience more diverse situations and are able to make calm decisions without being influenced by their own biases. It is presumed that it will come.
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Biases that become weaker as age increases
■Even if you are told not to worry about evaluations…the younger you are, the more you tend to make decisions based on what others think of you.
Sensitivity to evaluations from others “evaluative evaluation bias” becomes weaker as age increases, with the average score for people in their 20s being 1.12 points higher than for people in their 50s. It can be said that the younger people are, the more they become overly conscious of what others think of them, and tend to make decisions by prioritizing feelings of not wanting to lower the evaluation of others, rather than focusing on the original purpose.
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■After spending so much time and money…! Younger people have a stronger “sunk cost effect” and continue to work as they are. The “sunk cost effect”, which indicates how easily people are influenced by resources invested in the past, becomes weaker as the age increases, with the average score for people in their 20s being 0.72 points higher than for people in their 50s.
It is inferred that the younger the age group, the more difficult it is to make a switch due to the lack of experience, and the more attached to the feelings of the time, money, and effort that they have invested, the more they are unable to decide to cut their losses.
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■Maybe the purpose is to avoid losses? Younger people are more “loss averse” Sensitivity to loss “loss aversion bias” becomes weaker as age increases, with the average score for people in their 20s being 0.65 points higher than for people in their 50s.
When the number is high, there is a tendency to prioritize
decision-making based on the feeling of not wanting to lose, so the younger you are, the more likely your goal is to avoid losses.
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■Does labor avoidance lead to efficiency? “Effort avoidance” is stronger in younger people
Sensitivity to effort “effort avoidance bias” becomes weaker as age increases, with the average score for people in their 20s being 0.86 points higher than for people in their 50s.
This can be said to be because the older a person gets, the more they prioritize profit over effort and feel comfortable putting effort into it. In addition, for the younger generation, avoidance of effort can be said to be a subconscious awareness of increasing efficiency at work.
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summary
Everyone has biases. By learning how to effectively control bias, you can improve the quality of your decision-making, and it can also be a key to smooth interpersonal relationships.
Our results revealed that 10 out of 22 bias diagnosis items showed a characteristic trend between bias diagnosis scores and age groups. We found that as people get older, they tend to make more
business-like decisions, but as they gain more diverse experience, they become more empathetic. It is also clear that the “sunk cost effect” and “avoidance of valuation decline” are stronger as the age decreases, and the younger the age group, the more they tend to be concerned about the reputation of those around them, and the more likely they are to prioritize loss avoidance over profits. became. Many of you may have wondered, “Why do people say things like that?” in places where people of various ages gather, such as at work. In such cases, if you keep in mind that “different biases can lead to different perceptions of the same thing,” you can expect smoother communication.
Finally, bias is not something that is present or absent from person to person; everyone has it to some degree or another. By first learning about the characteristics of your own biases through diagnostic games, you may be able to improve the quality of your decision-making in a variety of situations, including your personal life and work.
About mid-career recruitment service “Miidas”
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“Miidas” is the world’s first* recruitment and job change service that reduces mismatches in recruitment and job changes while supporting success after joining the company.
Job seekers can use Miidas’ unique “Possibility Diagnosis” to visualize the characteristics of job seekers’ behavior and thinking in business situations, stress factors, strength of cognitive biases, etc., and learn about their own characteristics and strengths as business people. can do.
Furthermore, based on the results of this “Possibility Diagnosis,” companies can select people who match their company’s “Activity Factors” from among the more than 420,000 job seekers nationwide (as of May 2023) who have undergone the Potential Diagnosis. You can send scouts directly. By understanding the characteristics of human resources who will be active in your company based on the results of an employee “potential diagnosis” and hiring people with similar tendencies, you can acquire human resources who are likely to be active and stay in your company.
*As a free smartphone app diagnostic service that uses the “bias diagnosis game” (a test to measure cognitive bias) and “competency diagnosis” to enable recruitment, placement, and training of human resources (as of May 2023, researched by the Future Trends Research Institute)
▼Click here for details
https://corp.miidas.jp/
A free “bias diagnosis game” that helps you understand
decision-making habits that you may not be aware of.
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“Bias Diagnosis Game” is the world’s first* free diagnostic game that can measure cognitive bias, the phenomenon of making irrational decisions due to biased thinking and assumptions.
Cognitive biases are present in everyone, but because they are difficult to notice, they can unconsciously distort the quality of decision-making. Diagnosis is like a game, just answer intuitively and analyze 22 cognitive biases. It also lists the tendencies of each type of bias and points to be careful of, so you can learn tips for controlling your own cognitive biases.
By knowing and controlling your characteristics, you can improve the quality of your decision-making in daily life and work.
▼ Click here to take the “Bias Diagnosis Game”
https://miidas.jp/entry?from=bias
“Miidas” services that can be used without additional charges In addition to the above recruitment and diagnostic services, “Miidas” also releases services that support businesses and organizations that can be used at no additional charge.
・Midus Organizational Survey allows you to visualize the condition of employees and teams by category by simply conducting a simple monthly survey, which helps improve performance and prevent turnover. ・A grant/subsidy search service that allows you to easily search for grants/subsidies that your company can apply for as a means of raising and utilizing funds, and summarizes difficult application and receiving conditions in an easy-to-understand manner.
・“Active Learning” offers over 200 types of online education and training courses that allow you to manage employee attendance history and conduct comprehension tests.
・A service that supports the acquisition of certification for “Health Management Paid Corporations,” which is difficult to obtain on your own due to the need for stress checks and training.
▼You can check the various services from the URL below.
Miidas Organization Survey https://corp.miidas.jp/landing/survey Subsidy/subsidy search service https://corp.miidas.jp/landing/subsidy Active learning https://corp.miidas.jp/landing/learning
Competency Utilization Course
https://corp.miidas.jp/landing/competency_training_courses
Bias diagnosis game training course
https://corp.miidas.jp/landing/bias_training_courses
“Health and Productivity Management Organization” certification support service https://corp.miidas.jp/landing/hpm
About Midas Co., Ltd.
Midas Co., Ltd. was launched in April 2019 with the aim of leading the promotion of innovation in the HR field of the entire Persol Group and further contributing to the human resources needs of companies. The assessment recruiting platform “Miidas” operated by Miidas Co., Ltd. started providing services in July 2015.
Starting with winning the 2019 Japanese Human Resources Department HR Award 2019 “Professional Recruitment/Employment Category” Grand Prize, in 2023, we won the 8th HR Technology Award “Human Resources System Service Category” Excellence Award. In 2024, we have received many awards, including receiving the highest rank of “Leader” in 3 categories for 5 consecutive terms at the “ITreview Grid Award 2024 Spring”.
Official website: https://miidas.co.jp/
HR Award 2019: https://hr-award.jp/2019/prize.php
8th HR Technology Award: https://hr-souken.jp/hrtech_award/
ITreview Grid Award 2024 Spring: https://www.itreview.jp/award/2024_spring.html 【Company Profile】
Company name: Miidas Co., Ltd.
Established: April 1, 2019
Representative Director: Yoshietsu Goto
Address: Persol Minami Aoyama Building 6F, 1-15-5 Minami Aoyama, Minato-ku, Tokyo 107-0062
Business details: Planning, development, and operation of the job change support/recruitment support service “Miidas”
More details about this release:
https://prtimes.jp/main/html/rd/p/000000055.000099622.html



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