Question for employers, hiring managers, recruiters, and those in charge of conducting job interviews: would you ever consider implementing any of the following practices when preparing to schedule an interview?

46 Comments

1. AnonymousMay 31,2023 at 1:25PM UTC

   A reasonable accommodation for Neurodivergent candidates would be to provide the interview questions in advance.

   I would consider a request for a different interview format if the candidate requested it, but probably wouldn't present it as a proactive option. I would prefer to be able to see a person's body language when I interview them. It helps me better interpret how they are feeling.

2. E CMay 31,2023 at 1:36PM UTC

   Letting applicants choose a preferred format seems like an unintentional way to open myself up to claims of discrimination.
   If I could see the age/race/gender/disability/etc. of some candidates but not others, could they later claim I used that in my decision? I can know I wouldn't but it opens doors that are better closed.

   As far as providing the list of questions ahead of time, I might do that if I wanted very technical examples of previous work. Otherwise, there are many interview tools available for applicants already. I am looking for an applicant who takes initiative and comes prepared.

3. Joan Williams, Senior Talent Acquisition SpecialistMay 31,2023 at 5:18PM UTC

   Providing the questions in advance: No. Because - and I hope you're sitting down for this - some candidates cheat. That's why some companies insist on candidates being on camera for virtual interviews. Because some have another person do the interview and then a different person shows up the first day of work.

   I don't want a candidate to have been able to google answers to questions they don't know the answers to in advance. I've already had candidates do that to me when I've been on the phone with them.

   I may consider allowing the candidate to chose the format if they needed a special accommodation but we try to put everyone through the same process as much as possible.

4. AnonymousMay 31,2023 at 6:25PM UTC

   No to both. Giving a candidate control over the process means it is no longer the company owning the main part of the vetting. If you are qualified for a role then during the questioning you should be able to respond in the moment and hopefully the company is not playing stump the candidate with their questions. A good interview should be comprised of 3 parts. Fit and experience questions, culture and style of work questions, and compensation and reward expectations questions. The candidate should put themselves mentally into the role when responding and use their past experience to react to how they would bring their skills to the future and that company. These days zoom or video interviews are fairly standard and that is just how it it. Doing a phone call is fine for initial screening but not so great for a full interview loop.

5. AnonymousMay 31,2023 at 6:46PM UTC

   Unless specific qualified accommodations are requested, no to both.

   With regards to questions. That's a no. Generally, a candidate should expect the typical interview questions (I have been on both sides and, yes, the questions are pretty common) and a candidate should generally be prepared to any questions specific to their qualifications without needing to be prepped in advance.

   We have a consistent progression with regards to our interview process - initial phone screen, Teams call (video when possible), then in-person. The process remains the same for everyone interviewing.

6. AnonymousMay 31,2023 at 8:00PM UTC

   I agree with all the answers for the same reasons (some I hadn't thought of). About what to bring to the interview, if the interviewee needs to bring a portfolio, I might give descriptive examples of what to include, but that is not the same thing as a list of questions to ask.

   Interviewing for a state job gave me one of the best ways to prepare for an interview: printing off the job description and application and then studying them. In the JD, they have a list of requirements. The interview panel asked me to give examples of what I had done to meet those requirements (these had all been answered in essay form on the application). This was the second or third interview (I think), but doing this ensured that how I answered in the interview was consistent with how I responded in the application.

   I also agree that having answers to the frequently asked "gotcha" questions is good to have in your back pocket. These invariably come up in every interview (tell me about yourself, tell me about a failure and what you did to correct it, etc.).

7. AnonymousMay 31,2023 at 10:28PM UTC

   I just saw mention of advance questions recently and I'm intrigued. I like the 15-minute idea where "tell me about a time" type questions are provided with just enough time to come up with an appropriate example of each because people often struggle to come up with different experiences in the moment. Will probably try to do that next time I'm hiring. Formats - I don't see giving people an option on that one beyond maybe letting them choose in-person or video call. All of my roles require a lot of face to face interaction so that's going to be a priority, either in person or zoom. If that wouldn't work for them, they won't be successful on my team (BTDT and got the t-shirt).

8. AnonymousJune 1,2023 at 10:37AM UTC

   Already provide an agenda of our time together when I set up our time. "First, I would love to learn about your career journey a bit more, then I will have some operational questions, spend some time sharing about our company and where we are going and then allow enough time for you any of your questions" Since I drive the conversation, I choose the format, as giving choices have back-fired up to and including the time of interview. This is MY pov. I am reaching out with already doing a lot of research on your resume, to pple I know at your current cpy, companies you've worked already and review of skill set provided. I don't do titles. I have my hopes and dreams that you will reflect what your resume says with the intent of moving you forward to a panel interview which is an on screen Teams or Zoom interview. This is my why with me wanting to choose. Let's say they're unfamiliar with Teams, they don't use it a lot, their current org uses more of Zoom or something else, this allows them to get that set up on their end, do the struggle part with me first. THEN, once moved to a panel, if chosen, they will have that part down, makes them feel more confident with even getting logged into the panel as they've done it already. They may not know my motivation but that's my motivation as it's ok to not be familiar with some programs. So, I'm wanting to set candidates up for success. If I recommend you to move one, that's a big deal, and I want you to do GREAT and to Succeed. NOW, in saying that, if a candidate can't do an on screen interview and they have a valid reason, connection is spotty, etc, then we pivot. Staying flexible will also help them be at ease, BUT if they do get moved on I have the moment to say hey, make sure you're where you have a good connection, take that stressor off your plate as it will be on screen. Be human, not a BOT.

9. Orlagh CostelloJune 1,2023 at 12:05PM UTC

   I expect our recruiters to talk through the types of questions we usually ask anyway - there's always a "tell me about yourself" one, depending on the job, we will highlight what technical skills we will want to hear examples of and then the list of competencies that are important to us for this position. So the candidates should have a good idea of what they're getting into...

   As for the format - I much prefer face to face for interviews, but video call or video call with camera off is fine on request, as is phone call.

10. AnonymousJune 1,2023 at 12:22PM UTC

    From a candidate's perspective, I would welcome some changes to the current interview process. I look good on paper, but struggle face to face. Panel interviews are very painful. Preparing ahead and mock interviews help a lot. I have been told I come across stiff. Having read the other posts, I have a better understanding of the HR perspective. However, interviewing is a difficult process for me.

11. AnonymousJune 1,2023 at 3:27PM UTC

    1000% agree. I have never been good at (or felt very comfortable) talking about myself, but I excel at performance or intelligence tests and learn best by doing. The classic interview format is so strange to me - why should anyone trust what I say, people lie. Let me show you what I can DO, I can't lie about that.

    Obviously that won't work for most people-oriented jobs, and you need to assess personality for the sake of keeping harmony/culture intact. But considering I gravitate to analytical and technical work, it just feels wrong.

12. AnonymousJune 1,2023 at 12:26PM UTC

    I work at a public university and some search committees are moving toward providing questions ahead of time. It's an inclusive practice. I had one interview with questions ahead of time, it went well but I still didn't get it, lol. But nice to relax and know what questions are coming.

13. Dave ObertingJune 1,2023 at 12:28PM UTC

    Let's start with the fact that interviews are major stress events for candidates (and some hiring managers). Many of them get extremely nervous and even tongue-tied at times. Your inquiry reflects that. The question is how an employer can get the information it needs from a candidate in order to determine whether that person can effectively do the job. And can it/should it control for the nervousness that causes people to bomb.

    As far as the specific items you raised: An interview is the best tool we have so far for permitting a hiring manager to witness how you reason, formulate thoughts, think critically, and problem solve in real time. Providing the questions in advance defeats that very important and legitimate purpose.

    Be wary of an employer that doesn't want to meet you in person. I would question the seriousness of any employer that is hiring without ultimately meeting candidates in person. The exception would have to do with a logistically difficult/impossible situation which prevents employer and candidate from getting face to face. So, whether you start with a phone interview, a video, or something else, real hiring decisions are made face-to-face and your goal should be to get to that face-to-face sitution.

    Regards,

    Dave Oberting

    Managing Director

    Capstone Partners -- Executive Search

14. J CJune 1,2023 at 12:37PM UTC

    I want an unrehearsed answer to a question. That is usually closer to the truth. However, I know I rehearse questions that I think might be answered, I’ll look at current hiring trends and get an idea. That has saved me a couple of times from sitting there going ummm. Type of interview depends on location. If they are close, then in person, if not then a video Call with a camera. I work for the federal government in a very conspicuous customer service area. If the person isn’t neatly groomed and isn’t presenting well, they tend not to be hired.

15. AnonymousJune 1,2023 at 12:38PM UTC

    I would be willing to provide the questions in advance. I would also provide a 'skills test' in advance as well as the positions I oversee require some advanced skills. To me the goal of an interview is to let both parties get to know each other and see if the opportunity will work out for both the company and the individual. There may be additional questions that come up during the interviews, but I see those as a natural part of the interviewing process and also help both parties gauge the fit.

    As to the applicant choosing the interview format, I would be open to being flexible to a point. In-person or video is fine but if it's a video, I feel like a camera is a requirement. People are able to connect by more than just words; body language, eye contact and physical cues are important parts of the interviewing process and tie back to the establishment of a relationship between people. However, I don't think those cues are the 'make or break' for the candidate. Many people have many different cues so that has to be kept in mind as well.

16. Lorraine HerreraJune 1,2023 at 1:01PM UTC

    Please don’t evaluate people by eye contact and physical cues, even the ability to concentrate with camera on. There are many neurodivergent professionals and these stereotypes say nothing about how knowledgeable and productive they will be in their jobs. I wish society would stop setting able-bodied standards for everybody and would look more at what this person has to offer as a professional. You did say many people are different, I honor that, but the truth is that most people won’t tell you they are neurodivergent in a first interview or maybe ever unless they need accommodations, job discrimination trauma is a very strong thing.

17. AnonymousJune 1,2023 at 2:47PM UTC

    Sometimes that eye contact/physical cues are essential for the job. A socially awkward demeanor just doesn't cut it in many jobs.

18. GirlBossanova934974June 1,2023 at 12:52PM UTC

    I want to know how employees think on their feet. Our employees have to be able to move quickly and they run into a wide variety of customer requests. Therefore, questions ahead of time are not going to work for us. Different interview formats are fine. Most companies usually do a quick phone screen up front in any case.

19. Evelyn McguiganJune 1,2023 at 12:57PM UTC

    I provide the questions in advance for the video interviews as the answers are timed and I prepare them when I know what questions the client will ask prior to an interview with the candidate as they’ve already passed my initial screening by then. The method is not always my choice as many times the client hiring is the one with a preference.

20. AnonymousJune 1,2023 at 1:01PM UTC

    I wouldn't allow applicants to choose a format unless they need special accommodations. The reason is that we need to be able to compare candidates under the same circumstances so it's fair.

    About sending the questions in advance, I think it's possible to do a basic version, but we will always have follow-up questions depending on the responses.

21. AnonymousJune 1,2023 at 1:09PM UTC

    I don't think I would provide the exact questions, because when evaluating candidates, sometimes circumstances are different. It's not an outright test with correct answers. Certainly, we are looking for specific responses, but like someone else said, there may be additional questions depending on how a candidate responds.

    That said, I've always at the very least told the candidate what to expect - in this session, we would like to talk about your background; in this session, you will be asked to complete a test question; in this session, we'd like you to show us XYZ, etc.

    I would probably not allow a candidate to choose the format, because some interviews simply don't require video (maybe it's the initial screen), or conversely, some interviews do require video (maybe we want to see facial expressions).

22. AnonymousJune 1,2023 at 1:12PM UTC

    I would not allow the applicant to choose the interview format. As a company we have standard interview practices that we apply to all applicants to help avoid any potential discrimination or favoritism. In my opinion allowing the candidate to choose their format also may set them up for thinking their job tasks will also be their choice. Companies have standards practices, methods of operation and policies/procedures. The sooner an employee can grasp that, the more successful they will be. I also would not provide my interview questions up front. Part of the interview process is learning how a potential candidate thinks and responds on their feet. You will not be able to pre prep for all work situations and general conversations happen in daily life without advanced discussion points. I want to know how you think on your feet and how you will be able to communicate in daily work.

23. Jessica FerlandJune 1,2023 at 1:51PM UTC

    I'm not a hiring manager, but have participated on interview teams in my role. We are required to have the same format, interviewers, and questions for each candidate for a role. That said, we often will put questions in the chat once we've asked them so the candidate can read it and make sure they are addressing everything.

24. AnonymousJune 1,2023 at 2:09PM UTC

    As a hiring manager, I would not share questions that I intend to ask beforehand. I want to observe. An interview is the only tool I have to see how a candidate thinks through a question and communicates an answer.

    Candidates should be able to speak in depth about everything on their resume. They should also be able to speak in depth to most of the items on the job description. Behavioral questions are a given, candidates should be prepared to speak to any number of behavioral questions. (Teamwork, conflict, communication, adaptability, initiative, etc..).

    It is stressful, but preparing takes out the stress.

25. AnonymousJune 1,2023 at 2:29PM UTC

    I'm pretty much in agreement with everyones post. Two of our questions that we ask in the interview process are "What does racial equity look like in the workplace to you?" and "How has your privilaige showed up in the workplace?" Often times these two questions are difficult for candidates on the spot and when that happens we allow them to respond via email 24 hours after the interview.

26. Julie EJune 1,2023 at 2:58PM UTC

    What if we don’t feel like we have privilege. I work remote and we don’t do on camera meetings so other than a little profile pic, nobody knows what I look like. I also don’t see how management interacts with others because we’re all in different locations. I would bomb that question

27. AnonymousJune 1,2023 at 10:47PM UTC

    I thought at one point I didn’t have privilege, but when I thought about I actual do. I to get to work remotely, choose to have my camera off/on, can create a flexible schedule that allows me to homeschool my kids. Some employers who allow their employees to work remotely require that the have their cameras on, create there schedules, let them know when they can take breaks etc. which does not allow them to have the same advantages I have.

28. AnonymousJune 1,2023 at 5:13PM UTC

    I would complete the interview and then withdraw my application if I were to be asked about privilege. That type of question leads to decisions based on race which is illegal. It also sets the tone for the work culture I would be going into.

29. AnonymousJune 1,2023 at 10:32PM UTC

    Based on the feedback from candidates that have gone through the interview process, they shared, that they appreciate that question because they often forget how their privilege can play a role when working with other. Privilege is not solely based on race, but it’s about the advantages one person has, when others don’t have they same advantages. We want people to understand when working with marginalized communities that their privilege shows up no matter what it is and we want them to be able recognize that.

30. AnonymousJune 2,2023 at 12:23AM UTC

    Totally agree! I would also withdraw my application.

31. KristinJune 2,2023 at 2:16AM UTC

    I think this is great. Because our biases and assumptions have been inculcated from the beginning due to the culture we live in, questions about diversity and the way we challenge our initial assumptions does take deliberate thought and effort. I might even go so far as to say that the first answer that comes to mind on the spot should be routinely challenged. Giving a candidate some time to think about their response can give you an idea of whether they are able to engage in that critical thinking.

32. AnonymousJune 1,2023 at 2:30PM UTC

    I recently interviewed for a job and they gave me the questions and even positive comments on how to respond. It was the best interview I have had. I really appreciated their style. We did video with camera's on. Most amazing group I have now worked with.

33. AnonymousJune 1,2023 at 2:46PM UTC

    An interview is the only tool I have to assess a potential hire. I need to see how they think on their feet and handle stress and unexpected situations. Giving them the questions in advance would negate all of that.

    As for choosing the format, unless there is a specific reason why, we interview all candidates in the same place so avoid any preference or discrimination.

34. AnonymousJune 1,2023 at 3:04PM UTC

    I work for a govt agency - you need to take class exams to get put on hiring lists, then you apply for the jobs you want within the classes you're eligible for, and they do interviews in the style of #1. My event recall is absolutely terrible, so it doesn't make interviews a cakewalk or eliminate the need to prepare, but it does make the interview itself a bit less stressful when you know what's coming.

    I wish #2 was more socially acceptable, I feel extremely uncomfortable and awkward on camera, to the point that I honestly worry that it hurts my first impression.

35. AnonymousJune 1,2023 at 3:07PM UTC

    I should clarify - you usually only have about 15-30 minutes with the questions before your interview starts, and they take all your notes afterward to keep the hiring process fair. Everybody's a little different in what they want, I've done some where they want a piece of writing, others where you need to solve problems, some with only a few questions vs. others with 8+, etc.

36. AnonymousJune 1,2023 at 4:14PM UTC

    Providing the questions prior to an interview should become standard practice. This is some circumstances would be considered an accommodation for someone with a disability like social anxiety or generalized anxiety or autism. I don't know why we are trying to set new employees up for failure prior to even starting. Many employees don't feel comfortable asking for this type of accomodation. The same response goes to your second question especially when it comes to these types of situations.

37. AnonymousJune 1,2023 at 5:08PM UTC

    It depends on what line of work the candidate is applying for. I work in healthcare and candidates need to be able to be independent, proactive, and speak with people under stressful situations. Providing questions ahead of time would not allow me to evaluate their performance on the above.

38. AnonymousJune 1,2023 at 5:05PM UTC

    I would not want to give the questions ahead of time. The applicant should be proactive enough and independent enough to be able to prepare themselves.

    I would not allow a candidate to choose the interview format. I once screened an applicant via the phone and felt that it went well so I set up an in person interview. The person who came to the interview was not the same person I spoke to on the phone. My guess is that she had someone else answer the questions. In person interviews reveal much more than over the phone interviews.

39. AnonymousJune 1,2023 at 7:09PM UTC

    I routinely provide questions 24 hours in advance. If I'm asking someone to prepare a brief presentation as part of the process, I give them the topic several days in advance. I want thoughtful, well-reasoned responses, and not off-the-cuff answers. Since the pandemic, I have been conducting all interviews via Zoom. This works really well and levels the playing field among internal, local, and out of state candidates so that no-one is at a disadvantage for not being able to make it in person. I typically conduct two rounds of interviews with an interview panel. The first round has more typical questions around background and experience, navigating politics, technical skills or managing teams (depending on the role), examples of how they have handled things in the past. The second round is where I might give scenarios or ask for a presentation or have some other way of determining how they would perform rather than how they have performed. Because the second round questions are not "typical" interview questions it only seems fair to candidates to provide them well in advance. And because I work in local government where you need to be able to engage with a variety of people, I always ask racial equity questions in both rounds, with a general question checking for basic knowledge and awareness in the first round and more of a hypothetical or scenario in the second round.

40. AnonymousJune 2,2023 at 7:03PM UTC

    Not a bad idea. Depends on the role.

    If you are interviewing for presentations, reports then this is perfect. Be careful you aren't giving "free work" and not hired - nothing that takes more than an hour or so.

    This is an open question with open answers

41. AnonymousJune 2,2023 at 10:09PM UTC

    Yes! I definitely am mindful of the "free work" issue and presentations are 15 minutes or less to avoid that. And it really depends on the role. I really target the process and questions to the role, which is why it makes sense to share in advance. I'm typically hiring managers or high level individual contributors, so I want folks who are thoughtful and strategic and not the type to just spitball or shoot from the hip.

42. AnonymousJune 2,2023 at 10:12PM UTC

    Then I'd say in your situation, it's perfect for the preparation and thought process.

    As you mentioned, it depends on the role --

43. AnonymousJune 1,2023 at 8:33PM UTC

    No to both. Employer wants to see if you can react st a moments notice.

    Life is not always rehearsed

44. AnonymousJune 1,2023 at 10:37PM UTC

    The question was drafted by HR and approve by our legal team. We’ve received positive feedback from candidates stating that they appreciate the questions because it has helped them recognize their privilege.

45. Sara Shapiro-PlevanJune 4,2023 at 2:12PM UTC

    I share the number of questions, a basic idea about the questions (what they'll cover, not the exact idea or question, but the big idea), and about the amount of time to expect to spend. I would not do this by phone or with camera off as I want to see facial reactions and body language, for sure.

46. Cinda McDonaldJune 5,2023 at 12:53PM UTC

    We have a multi-phased interview process. The initial interview is just with me and I only do those by phone. My reason for this is to ensure that I am listening fully and not influenced visually. The subsequent interviews are a mix of virtual and in-person, with the final always being in-person. I don't provide questions in advance but do share with them that there may be some questions they've answered in previous interviews and it is okay for them to repeat their answer since the majority of those in attendance were not part of previous interviews.