Make it clear to interviewers they should not share their interview experiences with each other before the final group huddle.
Groupthink doesn’t start in the final huddle it starts the moment interviewers compare notes instead of comparing evidence. When teams silo their perspectives until the end, you preserve independent judgment, reduce bias, and surface sharper signals about a candidate’s actual capability. Great hiring isn’t consensus-driven; it’s clarity-driven.
Spot on. Groupthink in hiring doesn't just reduce diversity; it creates an echo chamber that stifles innovation. Moving away from 'culture fit' (which often just means 'people like us') to 'culture add' requires a structured process where independent thought is prioritized over easy agreement.