The case for providing interview questions to candidates in advance
Before you gasp or spit out your coffee, take a minute to think about why you would NOT provide candidates with questions for an interview in advance. If the goals are to set candidates up for success and find the best talent for the role — not just someone who thinks well on their feet — providing as much information as possible prior to the interview is a good start.
Have you ever left an interview and thought of a better example or a better answer later? Imagine having some or all of the interview questions to make sure you are prepared. Providing more information up front can help candidates succeed from the very start.
Need more reasons to try sharing the interview questions in advance? Here are a few.
1) Reduce anxiety and enhance preparation: One of the primary advantages of sharing interview questions with candidates before the interview is the reduction of anxiety and stress associated with the unknown. Neurodivergent individuals, such as those with autism, ADHD, or dyslexia, often experience higher levels of anxiety in unfamiliar situations. By providing interview questions ahead of time, candidates can take the necessary time to process and prepare their responses, helping to mitigate anxiety and ensure a more level playing field.
2) See the best of all candidates: Ever hired someone and then realized they could talk about things well, but when it came to doing the things, the skill wasn’t there? Traditional interviews can unintentionally favor candidates who excel at thinking on their feet, have strong verbal communication skills, or perform well under pressure. These attributes may not be indicative of a candidate’s true potential or abilities – or be necessary for the job you are interviewing for. Providing interview questions in advance gives candidates the opportunity to showcase their knowledge, skills, and qualifications without being hindered by challenges associated with social interactions or rapid thinking. This practice allows candidates to present their best selves during the interview, leading to a fairer assessment of their abilities.
3) Foster inclusivity through equal opportunities: When it comes to the hiring process, providing interview questions before the actual interview can be a powerful tool for fostering inclusivity. This approach becomes even more important when considering neurodivergent candidates who may possess unique strengths and perspectives. These candidates often bring unique perspectives, innovative problem-solving skills, and exceptional attention to detail. By providing interview questions in advance, you can elicit more thoughtful responses from candidates, allowing them to demonstrate their true abilities and potential.
4) Conduct better interviews: For as long as I have been recruiting, we have tried to get hiring managers and leaders to stick to a set of questions and ask each applicant the same questions. Providing the questions in advance to the candidates would help ensure that interviews are well planned (the questions are related to the job) and consistent for all candidates.
In making the case for sharing interview questions ahead of time, here’s my closing argument. In an era that values diversity and inclusion, it is crucial to reassess your hiring practices and adapt them to the needs of all candidates. Providing interview questions in advance helps to foster a more inclusive and equitable hiring process.