The pros and cons of giving interview questions in advance

Picture this: your candidate’s in the interview room, palms sweating, mind racing, as the recruiter fires off another question they didn’t see coming. Now, imagine they’d had a sneak peek at those questions beforehand. Would they be calmer, more themselves? Would it give them a fairer chance to show what they can actually do?

Let’s have a nosy at the whole idea of giving candidates the questions in advance. Is it fairer? And, really, would it help find the right person for the job?

The Upsides of Being a Bit of a Chatterbox

1. It Calms the Nerves

We all know it: Interviews can be terrifying, with nerves getting in the way of showing off any real talent. If a candidate’s seen the questions, they’re more likely to feel settled, letting their true strengths shine through instead of getting lost in the jitters.

2. It Makes Interviews Friendlier and Fairer

Here’s the thing: Not everyone is built for high-stakes, heart-pounding interviews. For people who feel extra anxious or those who just don’t think well on the spot, having the questions beforehand is a big equalizer, making it easier for them to bring their A-game.

3. You Get Meatier, More Thoughtful Responses

Let’s be honest: Some questions are massive. Without prep, you can get a jumble of words that don’t do anyone any good. Give them time, though, and candidates can show you the deeper, more thoughtful stuff, the ideas that take a bit of reflection to really get across.

4. It’s a Bit of a Leveler

Think about it: Candidates with loads of interview experience have an advantage – they’ve seen it all. But for others just starting out, it can be a minefield. By giving everyone the same chance to prepare, you’re giving newer candidates the opportunity to show what they’re made of too.

5. It Keeps Bias at Bay

The subtle truth: There’s an instinct to favor those who look like they’re keeping it cool. But “cool” doesn’t always mean “capable.” When questions are shared, interviewers can focus on answers rather than who’s the best at bluffing calmness under pressure.

The Flip Side: When a Bit of Mystery is Better

1. Too Polished Can Feel Robotic 

Here’s the risk: Some people will rehearse like they’re auditioning for the Oscars, and that polish can come across as a bit too neat and tidy. You may end up missing the spontaneity and adaptability that can be just as important as having “the right answer.”

2. Not Everyone Has the Same Prep Time

The truth is: Some candidates will have time, resources, even coaching to fine-tune their answers. It’s a bit of an uneven playing field, and those without the same support might be left behind.

3. A Bit of Surprise Can Be Useful

For certain jobs: Sometimes, you really want to see how people think on their feet, especially if the role involves making quick decisions or handling tricky situations. When there’s no element of surprise, it’s harder to assess that kind of on-the-spot problem-solving.

4. Prepped Answers Don’t Always Show True Colors

The challenge: If candidates focus on sounding “right,” you lose a sense of how they’d actually handle real-world issues. You’re left wondering, are they solving or just… memorizing?

5. You Can Miss Out on a Spark of Creativity

It’s the little moments: When someone has to think on the fly, you get glimpses of creativity and originality that you might not see in a rehearsed response.

So, Where’s the Sweet Spot?

1. Give a Heads-Up Without the Exact Questions

Let them know the general topics, like problem-solving or teamwork, so they can prep without over-polishing.

2. Share Themes Rather Than Full Questions

Provide some guidance on the areas you’ll cover, but keep the wording a surprise. This way, candidates have room to prepare, but they’ll still need to be flexible.

3. Try Pre-Interview Tasks

A practical exercise before the interview is a great way to see how candidates think and work, without the worry of too much memorization.

4. Mix and Match

Combine pre-shared themes with a few curveballs to get the best of both worlds: prepared answers and spontaneous thinking.

Final Thoughts: Finding What Works

In the end, whether you decide to give questions beforehand depends on the role and what you’re really looking for. Quick decision-makers? Keep some questions a surprise. Roles needing deeper analysis? Give them time to reflect.

Experiment a bit. Ask for feedback from candidates—how did they feel about the approach? The best interviews are fair, thoughtful, and maybe even a little bit kind. And candidates? They’ll appreciate that extra bit of consideration more than you might think.