Last week we asked: "Do you read previous scorecards before interviewing candidates?"

62% said they don't.

But let's be honest. 

This sample is likely biased. The real number is probably much lower.

Our strong recommendation at Informed Decisions: 

Stop reading previous feedback before interviews!

Here's why this one change transforms your hiring accuracy:

1. 𝗖𝗼𝗻𝗳𝗶𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗯𝗶𝗮𝘀 𝗰𝗼𝗿𝗿𝘂𝗽𝘁𝘀 𝘆𝗼𝘂𝗿 𝗷𝘂𝗱𝗴𝗺𝗲𝗻𝘁

When you read previous opinions, you're primed to see what others saw.

Your brain works overtime to confirm existing views and dismisses contradicting evidence.

2. 𝗜𝗻𝗱𝗲𝗽𝗲𝗻𝗱𝗲𝗻𝘁 𝗷𝘂𝗱𝗴𝗺𝗲𝗻𝘁𝘀 𝗰𝗿𝗲𝗮𝘁𝗲 𝘀𝘂𝗽𝗲𝗿𝗶𝗼𝗿 𝗼𝘂𝘁𝗰𝗼𝗺𝗲𝘀

Surowiecki's research proves that aggregating truly independent evaluations is 3X more accurate than dependent ones.

Each compromised assessment reduces your hiring success.

Your unique perspective disappears when influenced.

3. 𝗥𝗲𝗮𝗹 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗶𝗻𝘀𝗶𝗴𝗵𝘁 𝗿𝗲𝗾𝘂𝗶𝗿𝗲𝘀 𝗺𝘂𝗹𝘁𝗶𝗽𝗹𝗲 𝗴𝗲𝗻𝘂𝗶𝗻𝗲 𝘃𝗶𝗲𝘄𝗽𝗼𝗶𝗻𝘁𝘀

Not echoes

Not amplifications

But truly diverse perspectives

The strongest hiring decisions come from independent evaluations. 

Not from groupthink. 

Not from cascading influences. 

But from honest, unbiased assessments.

𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻: Do you have mechanisms in place to avoid groupthink in the interview process?

Remember: Your perspective only matters when it's truly yours, not a reflection of someone else's.