A client recently told me they send interview questions to candidates before the interview.
At first glance, some hiring managers may feel this removes part of the challenge. After all, interviews are often designed to test how candidates think on their feet.
Their view, however, was refreshingly simple:
“We want to assess a candidate’s ability to do the job, not their ability to come up with an answer under pressure.”
It’s an approach that creates a fairer and more inclusive recruitment process. Giving candidates the opportunity to prepare often leads to more meaningful conversations and allows them to demonstrate their experience, knowledge and technical ability more effectively.
Interestingly, the strongest candidates still stand out.
Providing questions in advance doesn’t create expertise where it doesn’t exist. What it does do is remove some of the pressure that can prevent good candidates from showing their true capabilities during an interview.
There are also wider benefits for employers:
- Better quality interview discussions
- More thoughtful and detailed answers
- A fairer experience for candidates
- Reduced risk of overlooking strong applicants who may not interview well under pressure
- Greater focus on skills, knowledge and suitability for the role
Every business will have its own approach to recruitment, and there is no single right answer. However, it’s an interesting reminder that recruitment processes should be designed to identify the best person for the job, rather than simply the best interviewer.
As competition for talent continues, businesses willing to challenge traditional recruitment practices may find they attract and identify stronger candidates as a result.
If you’re hiring within your finance team and would like to discuss your recruitment process, salary benchmarking or attracting the right candidates, feel free to get in touch.
