To Share or Not to Share?

By Cathy Peterson, PHR, CSMR, Recruiting Manager, HR Source
Published July 23, 2024

A question continues to surface both on our HR Hotline and when serving members with our recruiting services. “What are the leading practices in sharing interview questions with candidates prior to interviews?” “Is there value in sending out interview questions in advance?” Well, it depends.  

There are two philosophies of thought. One is to share the questions in advance allowing candidates to thoroughly prepare for their interview and arrive with organized responses. By following this process, a more even playing field is created. Some candidates, regardless of experience level, can be nervous during the interview process. Allowing candidates an opportunity to work on answers in advance may make them more at ease and better able to present professionally and provide more detail in their responses. Additionally, it will highlight candidates who are well prepared and follow directions versus those who choose to “wing it."

The second philosophy is to maintain confidentiality and not share interview questions in advance. This view espouses the ability to observe the candidate’s most authentic self and to better assess if the candidate can think creatively, produce under pressure, and process information in a prompt manner. With more senior or experienced candidates, you may prefer not to share the interview questions to evaluate if they possess the level of leadership, skills, and experience the role requires. 

To determine the best option for your interview process, first look at the talent you’re seeking. Will the position have client-facing responsibilities? Will it require someone to think on their feet, or work in a stressful environment? If these aspects are critical to the role, we suggest the hiring manager help determine two or three interview questions to be shared with every candidate in advance that won’t interfere with properly assessing the candidate for these required skills. 

What about tools such as AI and Google? Could they affect this process? Do applicants use these tools prior to interviewing? Most probably, yes. So always be prepared with follow-up questions to your pre-interview ones to quickly determine whether an applicant lived an experience they’ve referenced or relied on AI or Google for a response. 

Remember, the interview process is designed for both the candidate and the organization to assess a proper fit. Being consistent in administering the process, and ensuring the hiring team (including the hiring manager) follows it will help support a successful interview process. 

HR Source members with questions can contact us through the HR Hotline Online or at 800-448-4584.