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Providing Interview Questions Before the Interview: Encourage Better Conversations

Providing interview questions before the interview can help boost candidate confidence and better prepare them for the process. This approach also encourages transparency and can improve outcomes for the employer and the candidate.

In this article, we will discuss:

  • how and when to share interview questions with candidates
  • the benefits of giving potential hires questions in advance
  • and different types of interview questions with examples

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How do you provide interview questions before the interview?

There are several ways to share interview questions with candidates before the interview, such as:

Email

After scheduling the interview, you can send a follow-up email with a list of questions or topics to prepare. This strategy allows candidates to review and prepare before they speak with you.

Online portal

If your company uses a recruitment platform, you can upload the interview questions. Candidates can then access them alongside other application materials.

Job postings or website

You can list common interview questions directly in the job description or on your careers page. This strategy can encourage transparency from the start.

Preparation guide

Create a downloadable guide that explains the interview process and includes sample questions. Once you confirm an interview with a candidate, you can share it with them.

When should you share interview questions with job seekers?

Sharing interview questions before the interview can help create a more inclusive and transparent process. This strategy can ease a candidate’s anxiety, boost confidence and attract diverse applicants. It can also be helpful in roles requiring specific examples of experience, giving candidates time to think about their achievements.

Why share interview questions ahead of time?

Sharing interview questions in advance can reduce stress, allowing candidates to perform better, especially those who might struggle under pressure. Being open about the process can attract more diverse applicants and help build trust. It can also show that your company values fairness and transparency. Early-career candidates, who may be less experienced with interviews, can feel more confident and showcase their skills more effectively when they know what to expect.

What are the different types of interview questions?

During interviews, you’ll ask questions to assess a candidate’s skills, experience and personality. Using various types of questions can help you understand how well a candidate fits the role. Below are different types of interview questions, along with examples to guide your preparation for the hiring process:

Hypothetical

Hypothetical interview questions can help you assess how candidates handle workplace challenges and navigate common scenarios. Their responses can provide insight into their problem-solving approach, assumptions, curiosity and whether they ask relevant follow-up questions. Hypothetical questions also allow candidates to highlight their core values and collaboration skills and share examples of overcoming challenges through decision making. Here are several examples:

  • How would you handle a situation where a team member wasn’t meeting deadlines?
  • What would you do if a client gave you negative feedback on your work?
  • How would you approach a disagreement with a supervisor?
  • What would you do if you were asked to lead a project with a short deadline and limited resources?
  • How would you manage a situation of conflict between two colleagues?
  • What would you do if you discovered an error in a project after submitting it?
  • How would you handle taking on a role you were not familiar with?
  • How would you react if you objected to the direction of a project, but you were overruled?
  • How would you react if you were asked to present at an important meeting at the last minute?
  • What steps would you take if you noticed unethical behaviour in the workplace?

Personality

When you ask candidates to speak about themselves, you want to see if their personality aligns with your company culture and if their goals match the role. Personality questions can help you understand their work ethic, their preferred way of working and how they handle stress. Some examples of these assessment questions include:

  • How do you typically handle stressful situations at work?
  • What motivates you to do your best in a job?
  • How would your colleagues describe your work style?
  • How do you approach working in a team versus working independently?
  • How do you prioritize tasks when you have multiple deadlines?
  • Can you give an example of how you handle positive and negative feedback?
  • How do you stay organized and focused during busy times?
  • How do you adapt to changes in the workplace or within a project?
  • What do you do to maintain a positive attitude when faced with challenges?
  • How do you approach problem solving when unexpected issues arise?

Competency

Competency-based interview questions involve asking for examples of how a candidate has demonstrated particular skills or attitudes. You can use these questions to determine if they have the skills to effectively carry out the job’s responsibilities. These questions can range from basic skills to requesting detailed descriptions of how candidates have applied their competencies in previous positions. Here are some examples of competency evaluation questions:

  • Why do you think we should hire you?
  • What skills do you have for this role?
  • Can you share an experience where you received constructive criticism? How did you respond to it?
  • Explain when you had to persuade someone to see things your way. What strategies did you use?
  • Which of your skills needs the most improvement?

Qualification and credentials

During the interview, candidates connect their qualifications to the job they’re applying for to demonstrate they have the skills and experience your company requires. You’ll likely ask questions about their education, training and credentials to assess their fit for the role. Evaluate how well their knowledge and training align with your requirements and how they apply their academic background in practical situations. Here are some examples of questions related to qualifications:

  • What degrees or certifications do you hold that apply to this position?
  • Which skills did you develop in your last position that apply to this role?
  • How do you stay current with industry trends and advancements in your field?
  • What tools or technologies are you proficient in relevant to this position?
  • What achievements from your education or past roles are you most proud of?

Behavioural

Behavioural interview questions help you understand how candidates’ experiences can predict their future performance. You will learn how they approached previous situations by having them provide examples of how they resolved conflicts or overcame obstacles. Here are some examples of behavioural questions:

  • Have you ever worked with someone who was difficult? What was your approach to managing that relationship?
  • Describe a significant change in your workplace and how you adapted to it.
  • Tell me about a time you de-escalated an upset customer.
  • Can you provide an example of delivering difficult feedback and how you approached it?
  • What is your process for determining priorities?

Soft skills

Asking situational questions can help you gauge how candidates communicate, work as a team, manage time and overcome conflict. These questions require real-life examples of how they’ve applied their soft skills. The attributes you focus on can depend on the job’s duties and responsibilities. Here are some situational questions to uncover soft skills:

  • Describe a time when you had to communicate a complex idea to someone unfamiliar with the topic.
  • Tell me about a situation where you had to prioritize multiple tasks with short deadlines. How did you manage your time effectively?
  • Can you provide an example of a conflict within a team and how you contributed to resolving it?
  • Can you share an experience where you had to collaborate with someone whose working style differed greatly?
  • Describe a situation where you showed empathy or understanding toward a colleague’s situation.
  • Can you share an example of a team project that faced challenges? How did you overcome those obstacles?

Sharing interview questions in advance can significantly enhance your hiring process by boosting candidates’ confidence and promoting transparency. This approach can lead to more effective interviews, benefiting employers and potential hires by finding the right fit for the role.

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