7 reasons to give candidates interview questions ahead of time

Few people enjoy interviews. Sure, some people thrive on them, but for the vast majority, the process of the interview, and the anticipation of it, brings an overwhelming sense of dread and stress.

And it’s no surprise. Not only do we walk into an interview knowing we’re being judged on our appearance, demeanour, and ability to sell ourselves – we’re going in blind. At most, we know when and where to show up and, if we’re lucky, who we’ll be meeting. The rest is guesswork.

Sure, we do what we can to prepare: Review the job description, check out the organisation, and prepare answers for questions we think will be asked, but it’s impossible to second guess everything.

No matter how much prep we do, there’s a very real fear of being caught out and looking foolish. No wonder 93% of us experience job interview anxiety.

All change …

However, the interview landscape is shifting. Hiring managers are realising that they’re not going to get the best out of interviewees by keeping them in the dark and there’s a growing trend for sharing interview questions with candidates in advance.

You may think this defeats the point of an interview, but, unless you’re recruiting for a job where the primary responsibility will be answering difficult questions with no time to prepare, surprising candidates in an interview is not a good way to figure out if they'll be a good fit for your organisation.

Here are seven reasons why:

1.     It creates a level and fair playing field

Every candidate has the same information and an equal chance of succeeding. It also negates the problem of over-preparing and focusing time and energy on the wrong things.

2.     It shows candidates you’re empathetic

It tells candidates you appreciate interviews are tough, and you’re doing what you can reduce the pain. It also levels the power dynamic between candidate and organisation. 

3.     It reduces candidates’ stress

Allowing candidates to prepare and not putting them on the spot will reduce their anxiety and give you a clearer picture of who they are.

4.     It helps candidates understand what you’re looking for

By telling candidates what you're going to ask, you're giving them insight into the skills and attributes you think they'll need to succeed in the role.

5.     It leads to more thoughtful answers

Candidates have the time and space they need to prepare. They can brush up on skills that may have atrophied but could quickly re-learn. They’ll also be more likely to recall meaningful experiences that provide the best evidence of their capabilities.

6.     It reduces bias

Ensuring all candidates are asked the same questions reduces bias by making it difficult for interviewers to ask softball questions to those they like and curveballs to those they don't.

7.     It’ll make your organisation stand out

Most companies aren’t candid with their interview process. Being transparent signals that you’re fair and empathetic, as mentioned above, thoughtful, organised, and professional.

Final Word

When you have important decisions to make in a meeting, you prepare an agenda, share it, and confirm that people attending the meeting know what’s expected of them. Why should a job interview be any different?

If you want to trial this approach with your next round of interviews and need a little guidance, we can help. Give us a call on 020 3750 3111 to talk tactics.