In recent years, I’ve noticed a growing trend: some companies are increasingly sharing interview questions or giving candidates a heads-up on specific topics before interviews. As recruiters and hiring managers become busier, they want to make the process more efficient and see a slate of well-prepared candidates. This approach isn’t about making it easier for candidates to pass—it’s about maximizing the time spent in the interview to ensure the best match for both parties.
The practice also ensures a more inclusive interview process. Neurodiverse candidates can prepare thoroughly and reduce anxiety.
When a company invests in interviewing someone, they’re looking to screen in, not out. They want the candidate to succeed. Why? Because the hiring manager and their team have often taken on extra work, and they need someone to jump in and help as soon as possible.
They’re rooting for candidates to do well.
One of my clients conducts values-based interviews. They even provide a detailed guide with tips on how to excel. They want candidates prepared in areas like:
- Why they’re interested in the company and the role
- Handling difficult personalities
- Ethical dilemmas
- A challenge they’ve overcome
- What they’re proud of
- Where they see themselves in five years
Some argue that sharing questions in advance gives candidates an unfair advantage. But here are two reasons people might think that, and why it’s not the case:
Argument: It gives candidates too much time to prepare canned answers.
Counter: A good interviewer can still probe beyond rehearsed responses. Prepared candidates provide more meaningful insights, making for a better conversation.
Argument: It levels the playing field too much.
Counter: Interviews should be about assessing the right fit, not catching people off guard. Prepared candidates allow companies to focus on finding the right match, not on who handles pressure best in the moment.
Ultimately, this approach helps both the candidate and the hiring team get the most out of the interview process. It’s about finding the best fit, faster.
Scott White is an EVP and Principal Recruiter at HireMinds. He has over two decades of professional executive recruiting experience.
He specializes in placing communications, marketing, investor relations, and patient advocacy professionals in many industries. Most of his work is in the pharma, biotech, and medical device sectors. He works with clients and candidates across the country.
Scott is a frequent lecturer at universities and professional associates where he shares tips on how to write cover letters, resumes and LinkedIn profiles, how to leverage your network and how to prepare for interviews.