The recruitment process is a critical aspect of organisational success, and how interviews are conducted plays a significant role in this. One evolving debate in the field of human resources is whether employers should provide interview questions to candidates in advance. Proponents argue that it fosters a fairer, more productive interview process, while opponents contend it undermines the spontaneity and true assessment of a candidate's abilities. This article aims to examine both sides of the argument to provide a comprehensive understanding of the implications of sharing interview questions beforehand.

Benefits of providing interview questions in advance

• Reduces candidate anxiety

Interviews can be highly stressful experiences. By sharing questions in advance, employers can help alleviate some of the anxiety candidates face. This can lead to a more relaxed and genuine conversation, where candidates are able to showcase their true abilities and personality without the pressure of on-the-spot thinking.

• Encourages thorough preparation

Advance notice of interview questions allows candidates to prepare more effectively. This preparation can lead to more thoughtful and insightful answers, demonstrating a deeper understanding of the role and the company. Candidates can take the time to align their experiences with the job requirements, providing more relevant and impactful examples.

• Promotes fairness and inclusivity

Sharing questions in advance can level the playing field, particularly for candidates who may not perform well under the pressure of spontaneous questioning but possess the necessary skills and qualifications. This practice can be particularly beneficial for neurodivergent individuals or those with anxiety disorders, ensuring a more inclusive hiring process.

• Focuses on relevant skills

By allowing candidates to prepare, interviewers can better assess the relevance and quality of the responses, focusing on the depth of knowledge and the applicability of skills to the job. This method shifts the focus from how well candidates can think on their feet to how well they understand and can perform the job.

Drawbacks of providing interview questions in advance

• Potential for over-preparation

Critics argue that candidates might over-prepare rehearsed answers that do not accurately reflect their spontaneous problem-solving abilities or real-time thinking processes. This can result in responses that are polished but not necessarily authentic, making it harder for employers to gauge a candidate’s true capabilities.

• Reduced assessment of adaptability

The ability to think quickly and adapt to new situations is often crucial in many roles. By providing questions in advance, employers may miss out on assessing how candidates handle unexpected challenges or think under pressure, which are important qualities in dynamic work environments.

• Increased risk of dishonesty

There is a concern that candidates might seek external help to craft their answers, which can lead to a misleading representation of their own skills and knowledge. This assistance can come from friends, mentors, or even online resources, potentially skewing the authenticity of the interview process.

• Dilution of the competitive edge

Some argue that part of the interview process is to identify candidates who can handle stress and perform under pressure, traits that are valuable in high-stakes environments. By making the process more predictable, employers may lose an opportunity to see which candidates naturally excel in these scenarios.

Balancing the approach

To address both the benefits and drawbacks, some companies are adopting a hybrid approach. They might provide a general overview of the types of questions or themes to expect, rather than the specific questions. This approach helps reduce anxiety and allows for preparation without eliminating the opportunity to assess spontaneous problem-solving skills and adaptability.

Additionally, situational and behavioural questions can be combined with real-time problem-solving tasks during the interview. This incorporation ensures that candidates have prepared for the interview but also demonstrates their ability to think on their feet.

Conclusion

Whether employers should provide interview questions in advance depends on the goals of the interview process and the specific skills required for the role. While advance questions can promote fairness, inclusivity, and thorough preparation, they can also lead to over-preparation and reduce the ability to assess adaptability and authenticity. A balanced approach, offering a general idea of the interview structure while maintaining elements of spontaneity, can often provide the best of both worlds. Ultimately, the decision should align with the company’s values and the specific competencies required for the position.