Should organisations share interview questions in advance?

I’m writing this on A-Level results day and suspect there are thousands of students thinking they could have done better had they only known the exam questions in advance. Much like exams, job interviews are often filled with uncertainty and anxiety about what questions might be asked, so might the same theory apply here?

My son had done plenty of practice papers, but how much better to know the exact questions! I think that in the context of exams, this isn’t going to change anytime soon. However, when it comes to interviews, more charitable organisations are doing it a different way — sharing questions in advance.

Here are four reasons why sharing interview questions in advance can help candidates show their true potential while promoting transparency, fairness, and inclusivity:

1. Reduce interview anxiety and get better answers

Interviews are inherently stressful, as candidates feel pressure to make a strong first impression within a limited time.

This stress can be amplified for neurodiverse candidates, who may find unexpected questions particularly challenging. Sharing interview questions in advance can reduce this anxiety, allowing all candidates to focus on showcasing their skills and experiences.

A hiring manager for a charity we recently worked with told us they had stronger second-stage interviews simply by sharing the questions upfront. The difference, they said, was that the candidates were far more grounded in real examples rather than guessing what the panel wanted to hear.

Instead of trying to prepare for every possible question, candidates can focus on their strengths, achievements, and how they’re suited to the role. This often leads to clearer answers, more relevant examples, and a better sense of who they are.

2. Make interviews more equitable

Sharing interview questions in advance is one way to make the process fairer. Not every candidate has the same access to support, resources or coaching. For those who are early in their careers, returning to work, or from underrepresented backgrounds, this can leave strong candidates feeling disadvantaged before they’ve even walked into the room.

Providing questions ahead of the interview ensures that everyone knows what to expect and the interview process assesses what really matters — candidates’ skills, experience, and potential, allowing everyone to perform on an equal footing.

We recently heard from a candidate who said receiving the questions beforehand helped them focus their preparation. They felt more confident walking into the room and left the interview feeling like they’d been given a fair chance to speak about what they could offer.

3. Encourage more inclusive and thoughtful interviews

A productive interview should be a two-way conversation where both the candidate and the interviewer assess whether there’s a good fit. Prepared candidates will likely engage in more meaningful discussions, ask insightful questions and demonstrate a deeper understanding of the role.

Sharing questions in advance helps candidates focus on the areas of their experience that are most relevant. It gives them the time to prepare strong, specific examples that reflect the challenges and opportunities of the role.

4. Show your commitment to transparency and inclusion

Transparency, inclusivity and ethical practice are increasingly important in today’s workplaces. Candidates pay close attention to how organisations approach recruitment and are sensitive to those values throughout the process.

Being open from the start demonstrates your commitment to fairness and inclusion. It helps build trust and makes candidates more likely to feel positively about your organisation, even if they don’t get the job.

Finding the right balance for your interview process

But before you start mailing out a full list of interview questions, consider the downsides to sharing them.

Sharing questions in advance can lead to overly rehearsed responses, reducing spontaneity and authenticity. Candidates may focus on memorising answers rather than showing how they solve problems or adapt in the moment. That can make it harder to assess qualities such as depth of experience or their ability to think on their feet.

With obvious advantages to both approaches, it would seem that a compromise is warranted. Instead of sharing the exact questions, you may share the specific themes and topics that each question will explore.

Ultimately, the goal is to identify the best person for the role and allow them to showcase their strengths.

Choose the approach that fits your organisation, the role, and the kind of dialogue you want to create.

When candidates feel supported to succeed, they’re more likely to leave the process feeling positive about both the opportunity and your brand.