Should employers provide interview questions in advance?

The recruitment process is a critical aspect of organisational success, and how interviews are conducted plays a significant role in this. One evolving debate is whether employers should provide interview questions to candidates in advance. While some argue that it fosters a fairer, more productive interview process, others contend it undermines the spontaneity and true assessment of a candidate's abilities. 

BENEFITS OF PROVIDING QUESTIONS IN ADVANCE

• Reduces candidate anxiety

Sharing questions in advance can lead to a more relaxed and genuine conversation, where candidates can showcase their true abilities and personality without the pressure of on-the-spot thinking.

• Encourages thorough preparation

Allowing candidates to prepare can lead to more thoughtful and insightful answers, demonstrating how their experiences align with the job requirements through more relevant and impactful examples.

• Promotes fairness and inclusivity

 It can level the playing field for candidates who may not perform well with spontaneous questioning but possess the necessary skills and qualifications. It can be particularly beneficial for neurodivergent individuals or those with anxiety disorders, ensuring a more inclusive hiring process.

• Focuses on relevant skills

 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 QUESTIONS IN ADVANCE

• Potential for over-preparation

Critics argue that candidates might over-prepare rehearsed answers, making it harder for employers to gauge a candidate’s true capabilities.

• Reduced assessment of adaptability

Employers may miss out on assessing how candidates handle unexpected challenges or adapt under pressure, which are important qualities in dynamic work environments.

• Increased risk of dishonesty

Candidates might seek external help to craft their answers, which can lead to a misleading representation of their own skills and knowledge.

• Dilution of the competitive edge

 By making the process more predictable, employers may lose an opportunity to see which candidates naturally excel in high-stakes environments.

LEGAL CONSIDERATIONS

If a candidate individual is disabled (or is likely to be disabled) and a reasonable adjustment to the interview process would be to provide questions in advance, then legally an employer is obliged to do that to avoid any disability discrimination.

A BALANCED APPROACH

Some companies are adopting a hybrid approach by providing 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.

Ultimately, the decision should align with the company’s values and the specific competencies required for the position.

Source: Law Gazette

If you would like support reviewing your recruitment strategies and policies to ensure you are offering a fair and inclusive process for candidates, please contact our team via hello@starfordlegalhr.com