Should You Share Interview Questions with Candidates?

Interviews remain one of the most important stages in the hiring process. They allow employers to evaluate skills, experience, and cultural fit, while giving candidates the chance to showcase what they can bring to the table.

In recent years, more organisations have started sharing interview questions with candidates in advance. What feels like a small shift has sparked a lot of debate in HR and recruitment circles.

Is it making the hiring process fairer and more inclusive, or is it giving candidates an unfair advantage?

Let’s look at the arguments on both sides and consider where a balanced approach might sit.

Why Some Employers Choose to Share Interview Questions

1. Reducing Anxiety and Improving Candidate Performance

Job interviews are stressful for most people. By providing candidates with questions ahead of time, employers can reduce that anxiety.

• Candidates know what to expect.
• They can prepare clear, structured answers.
• They present themselves more confidently.

This often leads to better overall performance and a truer reflection of a candidate’s actual skills, rather than how well they handle nerves on the day.

For HR teams committed to enhancing the candidate experience, this is a straightforward yet effective step.

2. A Fairer and More Inclusive Process

Sharing interview questions also helps level the playing field. Not every candidate thrives in a high-pressure interview setting, and preparation time can make a real difference.

It’s particularly supportive for:

• Candidates with disabilities or health conditions.
• Neurodivergent candidates, who may find spontaneous situations challenging.
• Candidates for whom English is a second language.

For organisations focused on diversity, equity, and inclusion, this practice shows commitment to making recruitment processes more accessible.

3. More Efficient and Productive Interviews

When candidates come in prepared, interviews often run more smoothly.

Instead of spending time covering basic points, you can dive into deeper discussions about:

• How candidates approach real workplace challenges.
• Their values and motivations.
• How they would fit into your organisation’s culture.

This not only saves time but also gives hiring managers richer insights into the candidate’s suitability.

The Downsides of Sharing Interview Questions

1. Risk of Rehearsed or Scripted Responses

One of the biggest concerns for hiring managers is that candidates might prepare overly polished answers.

• Responses can feel memorised rather than authentic.
• It may be harder to gauge how someone thinks on the spot.
• Spontaneity, adaptability, and creativity can be masked.

For roles where quick thinking and problem-solving are essential, this can limit the usefulness of the interview.

2. Uneven Playing Field if Not Handled Carefully

Consistency is key in recruitment. If some candidates receive questions in advance and others don’t, whether due to oversight or poor communication, it can create an unfair process.

Even if all candidates are given the same list, some may naturally be stronger at preparing polished responses, which risks skewing results.

3. Less Insight into Problem-Solving Skills

Many roles require candidates to react to challenges in real time. By giving away too much in advance, you risk missing an opportunity to see how they:

• Think under pressure.
• Break down a problem.
• Adapt when things don’t go as planned.

These qualities often reveal as much about a candidate’s potential as their technical skills.