The Hiring Game

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

Instructor-led - Alternate Reality Course
What's Included?
  • Team or single-player experience
  • A teaching note and author videos
Skills you'll learn
  • Developing job requirements
  • Designing interview questions
  • Developing tools for assessing candidates
  • Closing the deal: hiring the candidate of your choice
Time commitments
Experience duration:
1 class period
Touch points:
Synchronous or asynchronous experience
Learning time:
Approximately 1.5 hours
Full details below

A chance for students to experience the hiring process

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.

The Hiring Game

What is an Alternate Reality Course (ARC)?

Built on our ARC platform, Alternate Reality Courses are a new breed of serious games. Every course combines world-class subject matter expertise, hyper-immersive interactive fiction, the science of learning, and innovative game design. ARCs are deeply engaging, teach through experience, and promote robust and enduring knowledge that learners will use beyond the course.

An ARC teaches learners in three ways:

Learning objectives - skills learners will gain and use in the future

Practice objectives - specific experiences learners will encounter so that when they see them in the real world, they will know what to do

Thinking objectives - mental techniques learners will develop that are applicable outside of the context of the simulation

How our experiences work

Access teaching materials, support and notifications every step of the way

Setup

Configure for your learning objectives, set up classes in the experience

Players Prepare

Invite learners to enroll and set up their groups

Play

Run the experience and access support and notifications as you go

Debrief

Summarize the experience for your learners and the outcomes

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Lessons of The Hiring Game include:

  • 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

Learning objectives

  • 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

Practice objectives

  • 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

Thinking objectives

  • 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

Authors

Ethan Mollick - Headshot

Ethan Mollick

Professor of Management

Read Ethan's Bio