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“The immersive experience itself is not evaluative, it enables more open dialogue between candidates and hiring teams,” says Joyce Cheng, General Manager – Human Resources.
Unlike conventional recruitment drives that focus heavily on résumés and interviews, Kai Tak Sports Park (KTSP) has taken a different approach to talent attraction by recently hosting first-of-its-kind immersive recruitment experience “Slasher Challenge 2026”.
Building on the success of its last year's inaugural large-scale recruitment event, this year, KTSP joined hands with Hong Kong script-killing game operator, Burn Brain Club, to integrate elements of live-action role-playing (LARP) into the recruitment journey, offering job seekers a more interactive and innovative recruitment experience.
Under the theme “Lower Employment Barrier, Stronger Smarter Matches”, participants took on the role of “time travellers”, exploring various work scenarios within a carefully curated and immersive environment inspired by 1980s Hong Kong.
Sharing exclusively with HRO’s Tracy Chan, Joyce Cheng, General Manager – Human Resources, Kai Tak Sports Park (pictured below), says that the experience was not intended to assess or evaluate participants. Instead, the game booths were designed to help them understand real-life frontline work situations, gain a deeper understanding of different roles, while discovering their own interests and career aspirations through interactive storytelling in a more relaxed and engaging setting.
And not only the format was unconventional, who KTSP hoped to attract was broader this time. Rather than focusing solely on active job seekers, KTSP recognised untapped talent pools that are often overlooked by traditional recruitment models, including students seeking early exposure, career returners, parents re-entering employment, mid-life switchers, and retirees pursuing flexible work.
“In large-scale venue operations, we prioritise mindset over linear career history – reliability, service orientation, adaptability, and willingness to learn,” says Cheng. “Our objective is talent activation rather than filtration – recognising potential and readiness, not just résumé continuity.”
Creating a safe and accessible entry point
Asking about the key to the experience, Cheng highlights that psychological safety is critical, particularly for individuals re-entering employment after a career break.
“Many (of the untapped talent) possess capability but face psychological or structural barriers to entry,” she indicates.
“Our immersive, game-based format reframes recruitment as an accessible first experience rather than a screening exercise, widening participation and creating a more inclusive gateway into employment.”
While the event featured a dedicated on-site interview zone, its primary purpose was to facilitate direct engagement between participants and hiring teams, creating a one-stop job exploration journey that helps reduce job-seeking pressure and empowers participants to take their first step into employment with confidence.
“The immersive experience itself is not evaluative, it enables more open dialogue between candidates and hiring teams,” she adds.
“When individuals can understand workplace expectations in a low-pressure environment and assess fit before committing, confidence increases.”
And one of the biggest “don’ts”, she cautions, is turning engagement into a disguised assessment. “If participants feel judged prematurely, it undermines inclusivity and recreates the very barriers we aim to remove.”
Looking beyond traditional engagement approach
As demographics continue to evolve and labour markets tighten, Cheng believes organisations must look beyond traditional profiles and actively widen access and engage underrepresented or inactive talent segments.
“Designing inclusive entry points signals that opportunities are open not only to traditional candidates, but to anyone ready to re-engage with work,” she says.
At the same time, she stresses that novelty alone doesn’t sustain engagement – transparency does.
“Engagement today extends beyond age demographics. Younger talent, career returners, and flexible workforce participants share common expectations: clarity, flexibility, and accessibility.”
KTSP believes experiential recruitment reflects a broader shift toward participation-driven hiring, complementing traditional channels by creating alternative entry pathways, particularly those re-entering or transitioning careers.
“We see it (immersive recruitment) as part of a longer-term workforce strategy focused on activation, flexibility, and sustainable talent ecosystems.”
As Hong Kong’s largest integrated sports, entertainment, and leisure landmark, KTSP has so far generated over 10,000 job opportunities. With the continued growth in events and operational needs, KTSP plans to recruit approximately 1,000 talents this year across areas including food and beverage services, customer service, ticketing, AV support, and venue set-up, further supporting the development of Hong Kong’s mega event economy.
All photos / Provided
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