The Pros and Cons of Sharing Interview Questions Early
So, your candidate is sitting in their interview, sweating bullets as the recruiter throws curveball questions their way. How different would they feel if they knew the questions beforehand? And would that lead to a fairer assessment of their skills and experience?
It’s fair to say that providing candidates with interview questions in advance is a double-edged sword. Let’s dig into the pros and cons of this approach and whether it truly levels the playing field.
The pros and cons of giving interview questions in advance
Pros:
1. Reduces interview anxiety
Truth: Interview anxiety can ruin performance. When you provide questions beforehand, candidates have time to prepare answers thoughtfully.
Reality: Candidates can confidently demonstrate their skills rather than struggling to articulate them on the spot.
2. Encourages inclusivity
Truth: Not everyone has the same comfort level with high-stress interview situations.
Reality: For neurodivergent candidates or those with social anxiety, knowing the questions ahead of time creates a more inclusive and accommodating environment.
3. Promotes deeper responses
Truth: Some interview questions require thoughtful reflection.
Reality: Sharing questions in advance allows candidates to provide richer, more detailed answers, giving recruiters deeper insights into their thought processes and problem-solving skills.
4. Levels the playing field
Truth: Experienced candidates often excel in interviews due to familiarity with common questions.
Reality: Less-experienced candidates can showcase their true potential by preparing responses that reflect their skills.
5. Reduces unconscious bias
Truth: Interviewers can unconsciously favor quick thinkers or those who naturally handle pressure well.
Reality: By removing the “speed factor,” recruiters can focus more on the content of candidates’ answers rather than their composure.
Cons:
1. Risks of over-preparation
Truth: Knowing questions in advance can lead to over-rehearsed answers that lack authenticity.
Reality: Candidates might memorize responses instead of demonstrating their ability to think on their feet, making it harder for recruiters to assess their spontaneity and adaptability.
2. Unfair advantage for some
Truth: Not all candidates have equal preparation resources.
Reality: Candidates with access to coaching or greater resources might still hold an edge, potentially leading to polished but less genuine responses.
3. Reduces the surprise factor
Truth: Some roles require quick problem-solving under pressure.
Reality: Without spontaneous questions, recruiters lose a chance to assess how candidates handle the unexpected, which is crucial for specific job functions.
4. Encourages memorization over problem-solving
Truth: Prepared answers can sound robotic.
Reality: Interviewers may struggle to gauge a candidate’s ability to think critically or solve real-world problems if answers are too rehearsed.
5. Dilutes the selection criteria
Truth: Recruiters might miss out on candidates’ natural responses.
Reality: An over-rehearsed answer might overshadow qualities like creativity and flexibility that are essential for specific roles.
Finding the middle ground
1. Share the interview structure
Reality: Instead of providing specific questions, offer an overview of the interview structure and the skills being evaluated. Candidates can then prepare without over-rehearsing.
2. Provide themes, not questions
Reality: To guide their preparation, let candidates know the general themes or types of questions they’ll face (for example, problem-solving scenarios or technical proficiency).
3. Use pre-interview assignments
Reality: Give candidates a problem or task related to the role before the interview. This allows them to showcase their skills without memorized responses.
4. Blend pre-prepared and surprise questions
Reality: Mix shared questions with unfamiliar ones to gauge candidates’ preparedness and on-the-spot thinking.
A balanced approach:
Providing candidates with interview questions beforehand isn’t a one-size-fits-all solution. Here are some tips on how recruiters can strike the right balance:
1. Customize based on role
Surprise questions might be more relevant for roles requiring quick thinking (for example, customer service).For analytical roles (for example, data science), preshared questions can showcase more profound problem-solving abilities.
2. Incorporate practical assessments:
Combine prepared interview questions with practical tests or assignments to gauge candidates’ skills and potential on-the-job performance.
3. Tailor questions to experience levels
Provide a mix of fundamental and challenging questions tailored to junior and senior roles.Allow candidates to choose one or two in-depth questions they’d like to discuss.
4. Focus on potential, not perfection
Emphasize candidates’ growth potential rather than just their polished answers.
Ultimately, whether or not to give candidates interview questions beforehand depends on the goals of the hiring process and the nature of the role. By understanding both the benefits and drawbacks, recruiters can tailor their approach to find the ideal candidates while leveling the playing field for everyone.
Final thoughts: Experiment with different approaches and solicit candidate feedback
If you want to create a more inclusive interview process, experiment with pre-interview questions for specific roles. Use feedback from candidates and hiring managers to refine your approach. Candidates will appreciate your thoughtful efforts to reduce interview stress and make the process more transparent.
This post was originally published on LinkedIn.
Mike Stamp is a seasoned recruitment and employer branding professional with over 25 years of experience in talent acquisition management across EMEA, APAC, and the U.S.
Working for world class companies such as Salesforce, Adobe, and Zscaler, Mike successfully designed, built, and managed their high performing recruitment and employer branding teams, helping them grow into the market leading organizations that they are today. Connect with him on LinkedIn to learn more about his insights and contributions to the talent and employer branding community.
