Is Groupthink Causing Bias in Hiring Decisions?

Groupthink defined

Groupthink is a psychological concept that states an individual in a group may make a decision because they strive for a consensus, regardless of the “correctness” of the decision. An individual may conform to the consensus due to pressure from other group members, bias, or to avoid conflict. This can lead even highly intelligent groups to make poor decisions. 

Does groupthink appear in the hiring process?

Groupthink can, and does, appear in the hiring process. 

As an interviewer or employer, you have different personal experiences, outlooks, and goals in the hiring process, which leads to conflicting opinions on who would be the best candidate for a role. When you’re advocating for or opposed to an applicant, you or other members of the group may fall prey to groupthink to push a decision forward or mitigate conflict. 

Certain members of the group may have stronger opinions, louder voices, or more seniority over other members. For example, a senior board member who expresses interest in a certain applicant may influence the group’s decision, regardless of that applicant’s experience. This could occur simply because others in the group view the board member as powerful and may be pressured to follow their lead to make a better impression. 

Groupthink may also occur when interviewers have a similar personal background or experience to certain candidates for a role. For example, a law firm with multiple Harvard alumni may strongly consider Harvard law candidates over other candidates who may be more suited for the role being advertised. 

How groupthink affects the hiring decision

In the case of hiring candidates, most agreeable applicant may not be the best option for the organization long-term. Groupthink can affect the company by creating: 

• Lack of Diversity: By only hiring candidates that are similar to the employer, there is less diversity across the organization. This is less than ideal, because diverse companies consistently perform better than non-diverse companies. 

Increased Turnover: The chosen candidate is less likely to be a good fit for the role when groupthink occurs. 

• Missed Opportunities and Ideas: Candidates that think differently than employers may have innovative ideas to offer a company that could be overlooked if they are phased out in the hiring process. 

• Extreme Optimism: When everyone thinks the same way, the positives of a decision are focused on too much, and potential pitfalls can be overlooked. This can lead to problems that could be costly or time-consuming to fix.

How can groupthink be avoided in the hiring process? 

There are some strategies employers or interviewers can use to lessen the impact groupthink may have on their hiring decisions. This can be done by: 

• Structuring your Interviews: Allow different interviewers with knowledge in specific areas to ask specific questions! They may discover areas applicants are stronger or weaker in, which can be discussed among interviewers to make an informed decision.

• Utilizing Time Before Making Decisions: Having group members write their opinion or score applicants before the hiring meeting can prevent the group from “following the herd.”

• Encouraging Dissent: Directly asking for opposing opinions can help opinionated members of the group to see flaws in their logic, which helps make a smarter decision. 

• Using Smaller Groups: Instead of sitting around one big table where the loudest voices hold the most sway, consider breaking into smaller groups to help more hesitant group members express their opinions.

• Leader Speaks Last: If there is a senior member in the group, they should let the rest of the hiring group speak first to prevent biased opinions from forming.

• Encouraging Further Learning: Members of the hiring group may feel inexperienced or less knowledgeable and withhold their opinion. Offering learning experiences for interviewers or employers can increase their confidence in their opinion.