Should candidates be given the interview questions prior to the interview?

We have all been there, whether it’s an interview, or a conflict, or a time to voice your opinion. When in that moment your mind goes blank, and it’s only later that day once you’re in a calm environment that the perfect response comes to mind. Is it really fair to base competency and capability off a reaction when someone is caught off guard? Would it not be equitable to allow everyone to review the questions and put their best foot forward at the interview? As surely this can show more about someone’s character and work ethic, as rest assured some candidates will still manage to find a way to turn up unprepared. This just means the amazing talent who may slip through the crack at difficult questions on the spot, do not go to waste. What here is the worst impact? A candidate comes too prepared.

Surely the best talent is found by their outstanding success differentiating them, rather than being the ‘last man standing’ as other candidates failures/ nerves rule themselves out. Potentially this could create a more competitive market and create a lot more efficiency during the hiring process, it could narrow 3+ stages interviews, down to one.

In the wake of the Covid-19 pandemic, the examination landscape for students has undergone a significant transformation. GCSEs, A levels, and university degrees have all been subjected to revamped formats, aimed at alleviating anxiety and compensating for the lack of practical exam experience. It begs the question: if these changes have proven beneficial for young adults academically, why does a different stigma persist when it comes to professional adults?

Interviews have become even more stressful, with some companies opting for in-person meetings or virtual interactions via platforms like Teams, which may not be the most ideal setup for all candidates. But it doesn't stop there. Creating a safe and healthy work culture starts right at the interview stage, where it shouldn't feel like a nerve-wracking interrogation, but rather a genuine conversation to determine if the fit is right for both parties involved. Candidates often find themselves in a state of overwhelming anxiety, constantly fearing that they might make a mistake or stumble upon a tricky question. This fear-driven mindset prevents them from truly expressing their genuine selves during interviews, as they are too preoccupied with avoiding any missteps or blunders. Instead of approaching the situation with composure and confidence, they let the pressure and stress take control, obscuring their true potential.

Certainly, there are specific sectors that value individuals who thrive under pressure and possess quick thinking abilities. In such cases, it may seem counterproductive to provide interview questions in advance, as it may hinder their ability to showcase these skills. However, it is possible to assess these traits through behavioural or scenario-based questions without leaving candidates completely in the dark. By doing so, they can still demonstrate their aptitude for handling high-pressure situations without compromising their chance to prepare adequately.

?Although this may seem like an unconventional approach, it is important to consider that change often requires breaking through initial barriers. Any organisation that aspires to attract top talent also bears the responsibility of fostering an environment where individuals can thrive and unleash their full potential. By providing equal opportunities to all candidates, companies can now have a pool of highly qualified individuals who have demonstrated their alignment with the organisation's values. Isn't it a positive outcome to have multiple exceptional candidates to choose from? This approach ensures a fair evaluation based on each candidate's merits, rather than relying on a narrow selection of individuals who may have simply rehearsed the expected questions, experienced nervousness on the day, or faced a temporary mental block – just like any of us would.

If you are really looking to unlock a new level of talent and inclusivity within your organisation, then consider a different approach. Furthermore, don’t be apprehensive to be one of the first to adopt this approach as you will be reaping the benefits, rather than delaying and following suit of a new approach, once the best candidates are already secured somewhere they are valued.

Are you prepared to embrace the potential rewards that come with taking calculated risks in order to drive successful transformations?