In reducing the confirmation bias, it will be essential to build a distinct level of awareness by teaching all the recruiters and committee members to easily acknowledge the roles and responsibilities in the business. It helps govern their behavioral levels and the abilities to make solid decisions based on their different biases. As for the coaching staff having a validated assessment will promote the hiring process by reducing the confirmation bias and traits for the employees.
It is important to use the search committee during decision making rather than the athlete director since they significantly analyze the details as a team and arrive at the best solution that will positively impact the members positively. They make relative decisions that are easily evaluated by the general fans and media for better outcome. Also the decisions that are made significantly impact all the members positively and do not affect the nature of operations for a specific set of people. When using the decision capacities of the athlete directors most hiring practices are conducted at elite level hence occur as temporal constrains.
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When hiring the group rethink can be reduced by engaging in careful decision-making practices during the review of resumes. Having lively discussions ensures that all the interests of the members are included to reduce the presence of varied ideologies.
In maximizing the benefits of proper decision-making during interview candidate selection it is important to have proper consultative practices to ensure that all the committee members approve the set aside details and that they are willing to operate in line with it. When deciding the efficient candidate to hire it is essential to understand their skills and abilities and how they can easily manage certain activities around them. From that perspective it becomes easier to note the strengths and weaknesses of the individual based on their well-set operation capacities.
