Should You Share Interview Questions with Candidates in Advance? Pros & Cons Explained

Whether or not you should share interview questions with candidates ahead of time is an topic that garners debate. Some argue pre-sharing can help candidates feel more at ease and give a clearer picture of your values. Others worry it may reduce spontaneity or advantage those with interview prep resources. In this blog we'll unpack the pros and cons of sharing questions in advance, and learn how HR and TA teams can navigate this decision confidently.

The Pros of Sharing Questions Ahead of Time

1. Reduced candidate anxiety

Providing questions in advance can demystify the interview process, helping candidates organise their thoughts and demonstrate their best selves. The result of this should be interviews that feel calmer and more focused, and candidates that are better able to showcase their relevant skills and experiences.

This approach can be especially valuable for neurodiverse candidates, who may prefer extra time to process information or who find traditional, high-pressure interview settings less conducive to showing their true abilities. By removing unnecessary barriers, you give every candidate a fairer chance to succeed.

2. Clear showcasing of transparency and fairness

Sharing questions demonstrates that your process values transparency and that you are taking active steps to level the playing field. For candidates from under-represented groups - who may not have equal access to informal networks, coaching, or insider tips - this can help reduce structural disadvantages and ensure they are assessed on their true capabilities.

It also sends the message that your organisation is serious about fairness and inclusivity, as by creating a more predictable and equitable interview environment, you not only strengthen candidate trust but also reinforce your employer brand as one that prioritises equal opportunity.

3. Candidate alignment with role requirements

Rather than spending time guessing what might matter to the interviewer, candidates can focus on preparing thoughtful, structured examples that align with the role. This often leads to richer discussions, where candidates bring forward specific achievements, problem-solving approaches, or work scenarios that showcase their suitability more clearly.

The overall effect is a smoother process for both sides, a stronger candidate experience, and ultimately, more relevant and higher-quality conversations that help hiring teams make better decisions.

The Cons of Sharing Questions Ahead of Time

1. Risk of over-preparation rather than genuine assessment

If candidates memorise answers or craft polished responses ahead of time, you risk assessing how well they prepared rather than how well they can actually perform. Over-preparation can also blur the distinction between candidates, as responses may begin to sound generic or scripted, making it harder for interviewers to distinguish genuine ability from practiced delivery. This can reduce the predictive power of the interview and ultimately affect the quality of hiring decisions.

2. Reduced ability to test instincts

Interviews often assess how someone responds under pressure or when faced with unexpected queries. This is especially important when you're interviewing for roles such as sales, when being able to think on your feet is a key skill. With pre-shared questions, that element of surprise - and therefore insight into their natural reactions - can be lost.

3. May favour well-resourced candidates unfairly

Providing questions in advance could unintentionally widen existing disparities between candidates, as those with access to professional coaching, peer networks, or commercial prep platforms may arrive with more rehearsed, highly polished answers. This risks creating a process that rewards privilege rather than potential.

Balancing the Trade-Offs: A Pragmatic Approach

If you're considering sharing questions in advance, a balanced strategy can mitigate downsides. Rather than choosing between one or the other, try:

• Sharing only core themes, not exact question phrasing with candidates.

• Pairing pre-shared questions with unexpected, live follow-ups.

• Training interviewers to adapt mid-interview and adjust to over or under prepared candidates.

You should also consider using interview tooling to improve your interviewers' abilities to adapt in real time. For example, Evidenced provides real time question guidance to interviewers so that they remember to probe further at key moments, knowing that everything will be captured via live transcription and bookmarks for review afterwards.

What HR & TA Leaders Can Do Now

HR and TA leaders weighing this decision can start by:

• Defining your goals - clarify whether your priority is candidate comfort, fairness, or spontaneity. Your answers might be different for every role.

• Pilot a hybrid model - share themes with one group, hold back with another, and compare outcomes. Talk to your Hiring Managers and other interviewers to gauge their opinions on the matter.

• Leverage structured systems - use tools like Evidenced to provide the structure necessary for testing different interview policies.

Remember that Evidenced also provides dashboards, metrics, audit trails and insights to monitor how any change (like sharing questions) affects interviewer behaviour and candidate outcomes.

Final Thoughts

Ultimately, the decision to share interview questions with candidates in advance depends on your hiring goals, candidate audience, and values. If transparency, inclusivity, and candidate comfort matter most, selective sharing may be worth exploring. If assessing thinking in the moment is critical, different approaches may serve you better. Only you know what will work for your team right now. Good luck!

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