Structure an Interview Panel to Reduce Bias
When to use it
Fix the parts of a loop that let impressions travel between interviewers before anyone has written anything down.
The prompt
Review how this interview panel is set up and tell me where bias gets in. THE LOOP: {{who interviews, in what order, how long, what each stage covers}} THE PANEL: {{roles and levels; note if everyone is from one team or one background}} HOW FEEDBACK IS COLLECTED: {{a shared doc, ATS scorecards, a debrief meeting, hallway conversation}} WHEN INTERVIEWERS SEE EACH OTHER'S NOTES: {{before, after, never}} WHO SPEAKS FIRST IN THE DEBRIEF: {{...}} THE DECISION RULE: {{consensus, the hiring manager's call, majority}} Give me: 1. The three places in this specific setup where one person's impression contaminates the next, ranked by how much damage each does. 2. A fix for each, split into what I can change this week and what needs the hiring manager to agree. 3. What to change about the debrief itself: speaking order, whether scores are locked first, who facilitates. 4. Where this loop asks the same thing twice and misses something else entirely. 5. The single change with the largest effect, if I only get to make one. Be concrete about this loop. I don't want a general list of bias types.
Tip
Locking written scores before anyone speaks is the best change per unit of effort. It costs one line in the calendar invite and removes most of the anchoring the debrief would otherwise run on.
How to use it
Paste the prompt into ChatGPT, Claude or whichever assistant you use, then replace every {{bracketed}} part with your own detail. The more specific and messier your input, the better the output — a model given raw notes has more to work with than one given a tidy summary you wrote first.
More Diversity & Inclusion prompts
Open the full tool for all 87 prompts, the glossary, and the JD decoder.