#What questions are you asking? I'm assuming you aren't asking trivia questions but have more meaningful questions.

If you have design types of questions, you can switch small details and really trip someone who doesn't actually know what they are doing up. Changing small details of your interview questions can really prove a few things:

• Non-qualified candidates who "studied for the test" will fail miserably
• Qualified candidates who know the material will easily be able to adapt and thus prove themselves

If you don't want to do this, ask lots of "why" questions. "Why are you doing X?" "What about Y?" as followups. Good candidates will be able to answer, or at least discuss intelligently, regardless of preparation - bad candidates won't.

#... have you talked to the recruiter?

You may also want to ask your recruiter about this and see why they are doing it. That may be not aware it is causing you problems. You may quickly resolve this by a short conversation.

Otherwise, if they tell you they aren't/refuse/whatever, get better/different recruiters. It sounds like you are working with bottom of the barrel recruiters.

Also consider the possibility your questions are posted online (and not from the recruiter). I'd suggest first looking into this before blaming your recruiter. If you work for an even remotely high profile company chances are questions are posted all over the Internet.

You can also consider including NDA type of agreements in your interview process. If you have a dedicated HR/legal department approach them about this issue.

What questions are you asking?

I'm assuming you aren't asking trivia questions but have more meaningful questions.

If you have design types of questions, you can switch small details and really trip someone who doesn't actually know what they are doing up. Changing small details of your interview questions can really prove a few things:

• Non-qualified candidates who "studied for the test" will fail miserably
• Qualified candidates who know the material will easily be able to adapt and thus prove themselves

If you don't want to do this, ask lots of "why" questions. "Why are you doing X?" "What about Y?" as followups. Good candidates will be able to answer, or at least discuss intelligently, regardless of preparation - bad candidates won't.

... have you talked to the recruiter?

You may also want to ask your recruiter about this and see why they are doing it. That may be not aware it is causing you problems. You may quickly resolve this by a short conversation.

Otherwise, if they tell you they aren't/refuse/whatever, get better/different recruiters. It sounds like you are working with bottom of the barrel recruiters.

Also consider the possibility your questions are posted online (and not from the recruiter). I'd suggest first looking into this before blaming your recruiter. If you work for an even remotely high profile company chances are questions are posted all over the Internet.

You can also consider including NDA type of agreements in your interview process. If you have a dedicated HR/legal department approach them about this issue.

I'm assuming you aren't asking trivia questions but have more meaningful questions.

If you have design types of questions, you can switch small details and really trip someone who doesn't actually know what they are doing up. Changing small details of your interview questions can really prove a few things:

• Non-qualified candidates who "studied for the test" will fail miserably
• Qualified candidates who know the material will easily be able to adapt and thus prove themselves

If you don't want to do this, ask lots of "why" questions. "Why are you doing X?" "What about Y?" as followups. Good candidates will be able to answer, or at least discuss intelligently, regardless of preparation - bad candidates won't.

Otherwise, get better/different recruiters. It sounds like you are working with bottom of the barrel recruiters.

Also consider the possibility your questions are posted online (and not from the recruiter). I'd suggest first looking into this before blaming your recruiter. If you work for an even remotely high profile company chances are questions are posted all over the Internet.

You can also consider including NDA type of agreements in your interview process. If you have a dedicated HR/legal department approach them about this issue.

#What questions are you asking? I'm assuming you aren't asking trivia questions but have more meaningful questions.

If you have design types of questions, you can switch small details and really trip someone who doesn't actually know what they are doing up. Changing small details of your interview questions can really prove a few things:

• Non-qualified candidates who "studied for the test" will fail miserably
• Qualified candidates who know the material will easily be able to adapt and thus prove themselves

If you don't want to do this, ask lots of "why" questions. "Why are you doing X?" "What about Y?" as followups. Good candidates will be able to answer, or at least discuss intelligently, regardless of preparation - bad candidates won't.

#... have you talked to the recruiter?

You may also want to ask your recruiter about this and see why they are doing it. That may be not aware it is causing you problems. You may quickly resolve this by a short conversation.

Otherwise, if they tell you they aren't/refuse/whatever, get better/different recruiters. It sounds like you are working with bottom of the barrel recruiters.

Also consider the possibility your questions are posted online (and not from the recruiter). I'd suggest first looking into this before blaming your recruiter. If you work for an even remotely high profile company chances are questions are posted all over the Internet.

You can also consider including NDA type of agreements in your interview process. If you have a dedicated HR/legal department approach them about this issue.

Get better/different recruiters. It sounds like you are working with bottom of the barrel recruiters.

Also consider the possibility your questions are posted online (and not from the recruiter). I'd suggest first looking into this before blaming your recruiter. If you work for an even remotely high profile company chances are questions are posted all over the Internet.

You can also consider including NDA type of agreements in your interview process. If you have a dedicated HR/legal department approach them about this issue.

I'm assuming you aren't asking trivia questions but have more meaningful questions.

If you have design types of questions, you can switch small details and really trip someone who doesn't actually know what they are doing up. Changing small details of your interview questions can really prove a few things:

• Non-qualified candidates who "studied for the test" will fail miserably
• Qualified candidates who know the material will easily be able to adapt and thus prove themselves

If you don't want to do this, ask lots of "why" questions. "Why are you doing X?" "What about Y?" as followups. Good candidates will be able to answer, or at least discuss intelligently, regardless of preparation - bad candidates won't.

Otherwise, get better/different recruiters. It sounds like you are working with bottom of the barrel recruiters.

Also consider the possibility your questions are posted online (and not from the recruiter). I'd suggest first looking into this before blaming your recruiter. If you work for an even remotely high profile company chances are questions are posted all over the Internet.

You can also consider including NDA type of agreements in your interview process. If you have a dedicated HR/legal department approach them about this issue.