> Regular interviews bias towards people that are charismatic, not effective.
A cooperative multiplayer game is also going to be a similar soft skills check that favors people that can communicate not just well, but also charismatically.
That said, a possible advantage to doing that in a game, as opposed to a regular soft skills interview (or worse trying to force such soft skill checks into the pressure cooker of a whiteboard interview or puzzle questions) is that you maybe provide an environment where the interviewee can be dopamine hacked into believing they can relax and you maybe get a glimpse into how the person's soft skills check out on the other side of that boundary where interviewee knows that they need to be "on" and acting.
I'm not actually sure if that is good or bad, but a lot of my takeaway from this article and other comments in these threads is it sort of feels like there's a lot of excuses for "pick a game that seems technically similar", but most of the "good feedback" that seems to be coming back from these experiences resembles what history tells us about regular interviews versus technical interviews: soft skills matter a lot more than what you can gauge technically in an interview. Most technical interviews are just soft skills interviews under the pressure cooker of taking a non-standardized pop quiz your professor decided you need to take because you showed up to class in only your underwear (and also you are flying for some reason in this nightmare). Cooperative games possibly present the opposite of the pressure cooker: dopamine hacking the interviewee an excuse to let the pressure seem like it is off while you are still doing that same sort of soft skills check.
(Aside: problem solving is classically a "soft skill". "Behavioral interviews" were as much about problem solving decades before the software industry invented the "technical" interview.)
(Further aside: This sort of dopamine hacking is very familiar to anyone that's seen Fraternity/Sorority rushes. Soft skills are hugely important for "group fit"/"team fit" in college social groups as they are in employment groups, and seeing how potential new members interact in "fun"/"game" situations often tells you more about the person than if you sat down and interviewed them one-on-one in a suit and tie or equivalent and they know they have to be "on". Rushes include both of those things for many reasons.)
A cooperative multiplayer game is also going to be a similar soft skills check that favors people that can communicate not just well, but also charismatically.
That said, a possible advantage to doing that in a game, as opposed to a regular soft skills interview (or worse trying to force such soft skill checks into the pressure cooker of a whiteboard interview or puzzle questions) is that you maybe provide an environment where the interviewee can be dopamine hacked into believing they can relax and you maybe get a glimpse into how the person's soft skills check out on the other side of that boundary where interviewee knows that they need to be "on" and acting.
I'm not actually sure if that is good or bad, but a lot of my takeaway from this article and other comments in these threads is it sort of feels like there's a lot of excuses for "pick a game that seems technically similar", but most of the "good feedback" that seems to be coming back from these experiences resembles what history tells us about regular interviews versus technical interviews: soft skills matter a lot more than what you can gauge technically in an interview. Most technical interviews are just soft skills interviews under the pressure cooker of taking a non-standardized pop quiz your professor decided you need to take because you showed up to class in only your underwear (and also you are flying for some reason in this nightmare). Cooperative games possibly present the opposite of the pressure cooker: dopamine hacking the interviewee an excuse to let the pressure seem like it is off while you are still doing that same sort of soft skills check.
(Aside: problem solving is classically a "soft skill". "Behavioral interviews" were as much about problem solving decades before the software industry invented the "technical" interview.)
(Further aside: This sort of dopamine hacking is very familiar to anyone that's seen Fraternity/Sorority rushes. Soft skills are hugely important for "group fit"/"team fit" in college social groups as they are in employment groups, and seeing how potential new members interact in "fun"/"game" situations often tells you more about the person than if you sat down and interviewed them one-on-one in a suit and tie or equivalent and they know they have to be "on". Rushes include both of those things for many reasons.)