The Hiring Game

For instructors
Learning time
2 hours
Authored by:

Learn how to hire the right team to make your business a success

What you'll teach

  • Developing job requirements

  • Designing interview questions

  • Developing tools for assessing candidates

  • Closing the deal: hiring the candidate of your choice

Hiring Game
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About The Hiring Game

In the Hiring Game, students will take on the role of senior leaders who have to hire for a critical position.

Students will make key decisions throughout the entire hiring process including: defining requirements for the role, reviewing resumes, and developing a structured interview process that includes designing behavioral and situational interview questions to screen candidates, reviewing scorecards, and creating work samples that help surface a candidate’s capabilities. At the end of the hiring process, students will attempt to "close the deal" and hire the candidate of their choice.

Throughout this process, students will interact with in-game characters, interview candidates via simulated video chat, and choose among a number of options to advance and change their story in the game.

Students will learn all about the art and science of the interview process through practice so that when they need to hire they'll know just what to do.

The game can be run as a homework assignment before class, as an in-class experience, or as part of a capstone. It can be played individually or in teams.

The Hiring Game launches this Fall, 2022

hiring game pic 2 women.jpg

Course authors

Ethan Mollick - Headshot
Ethan Mollick Professor of Management

What you'll teach

  • Role definition and requirements
  • Resume review: source and review resumes
  • Structured interview: develop a set of consistent questions
  • Work samples: evaluate candidates based on a sample of their work
  • Scorecards: developing scorecards to screen candidates and work samples
  • Hiring: negotiating terms and closing the deal
  • Developing a set of consistent behavioral and situational question to ask every candidate
  • Designing scorecards for interview questions and for candidate work samples
  • Interviewing candidates
  • Deciding who to hire and closing the deal
  • Perspective-taking and the ability to analyze multiple viewpoints
  • Analytical thinking; the ability to set aside your intuition and gather evidence to make decisions
  • Self-monitoring and metacognition
  • Self-efficacy and the confidence to accomplish managerial challenges
  • Role definition and requirements
  • Resume review: source and review resumes
  • Structured interview: develop a set of consistent questions
  • Work samples: evaluate candidates based on a sample of their work
  • Scorecards: developing scorecards to screen candidates and work samples
  • Hiring: negotiating terms and closing the deal
  • Developing a set of consistent behavioral and situational question to ask every candidate
  • Designing scorecards for interview questions and for candidate work samples
  • Interviewing candidates
  • Deciding who to hire and closing the deal
  • Perspective-taking and the ability to analyze multiple viewpoints
  • Analytical thinking; the ability to set aside your intuition and gather evidence to make decisions
  • Self-monitoring and metacognition
  • Self-efficacy and the confidence to accomplish managerial challenges

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