The questions in a job interview abroad often look familiar: tell us about yourself, why this company, describe a challenge. What changes is everything around them. How formal to be, what to wear, which personal questions are acceptable, how directly to talk about your achievements and when to raise salary all vary between countries, and sometimes between companies in the same city.
This article compares interview expectations in several countries using official guidance published for newcomers and job seekers, then sets out a method you can apply to any country you are targeting. It does not try to rank cultures or reduce them to stereotypes. Individual employers vary more than any national summary suggests.
Four countries, five dimensions
The table below draws only on the official sources listed at the end. Where a source does not cover a point, the cell says so rather than guessing.
| Dimension | Germany | Denmark | Japan | United States |
|---|---|---|---|---|
| Dress | Formal business attire for most roles; creative start-ups may be more casual | Workplaces generally informal with no dress code (workplace guidance, not interview-specific) | Not covered by the source used | Not covered by the source used |
| Greeting and address | Handshake with eye contact, highest-ranking person first | First names standard after introduction, including for managers | Not covered by the source used | Not covered by the source used |
| Hierarchy | Usually a department manager and an HR employee interview you | Often flatter and less visible than newcomers expect | Not covered by the source used | Not covered by the source used |
| Off-limits topics | Family planning, marital status, health, religion and political views described as inappropriate | Not covered by the source used | Government lists 14 areas, including birthplace, family details, housing, religion, politics and reading habits | Pre-hire questions should be limited to what is essential; pre-offer disability inquiries explicitly prohibited |
| Raising pay | Candidates may ask about salary | Not covered by the source used | Not covered by the source used | Not covered by the source used |
The gaps in the table are deliberate. Many popular claims about “how interviews work” in a given country are not backed by any official source, and some are simply out of date. Treat confident generalisations with caution, including ones from friends who moved years ago.
Germany: preparation and formality
Guidance on the information portal deutschland.de emphasises preparation. Candidates are expected to research the company and position and to explain their qualifications and motivation. Applicants from abroad should expect questions about why they want to work in Germany and about their German language skills. The portal suggests preparing a short self-presentation of no more than two minutes.
It also notes an unusual point: questions about family planning, marital status, health, religious affiliation or political views are inappropriate, and candidates are not obliged to answer them truthfully. That is a stronger position than many candidates expect, and it differs from countries where the advice is simply to decline politely.
At the end, the guidance recommends giving positive feedback and making clear that you want the job. Some candidates from more reserved interview cultures find this explicit statement unnatural, but it is expected.
Denmark: informality is not the same as casualness
Work in Denmark, the official service for international job seekers, describes workplaces where the hierarchy can be flatter and less visible, managers may sit among their teams, and first names are standard after introductions, including for the person in charge. Teams are the norm and everyone is expected to contribute ideas and opinions, while still delivering individual tasks on time. Punctuality and meeting deadlines matter more than when or where you work.
The interview implication, as an inference from that guidance rather than a rule it states: expect to be assessed on independence and willingness to contribute views. Answers that show you took initiative, flagged problems early and worked well in a team are likely to land better than answers stressing that you followed instructions precisely. Informality in address does not mean the process is relaxed; punctuality still matters.
Japan: what employers are told not to ask
Japan’s Ministry of Health, Labour and Welfare publishes guidance on fair recruitment selection. It asks employers to keep the door open to all applicants who meet job requirements and to select on aptitude and ability for the job. It lists 14 areas that may lead to discrimination, grouped into matters outside the applicant’s control (such as registered domicile and birthplace, family members’ occupations and income, and housing), matters of personal belief (such as religion, political party support and the newspapers or books a person reads) and certain selection methods.
The ministry’s examples of improper interview questions include asking about family members’ jobs, asking whether someone voted in a recent election and asking what newspapers or books they read. Candidates who are asked such questions are directed to their nearest Hello Work office or prefectural Labour Bureau. The ministry also publishes a standard resume template as a reference for what information is appropriate to include.
For a newcomer, the practical point is that a question you might consider harmless small talk in another country may fall on this list, and vice versa.
United States: job-relatedness as the test
The US Equal Employment Opportunity Commission says pre-hire questions should be limited to what is essential to determine whether someone is qualified, and that employers are explicitly prohibited from making pre-offer inquiries about disability. It also says employers should not request a photograph; if identification is needed, it can be obtained after an offer is made and accepted.
That last point affects your application as well as the interview. A CV with a photo is common in some countries and discouraged in others. Check the norm for each target country before sending; the international resume builder covers country-specific formats.
The UAE and the Gulf
If your new country is the UAE, Article 4 of Federal Decree-Law No. 33 of 2021 prohibits discrimination on the basis of race, colour, sex, religion, national or social origin or disability where it would impair equality of opportunity (as of November 2026). Greetings, handshakes, dress and interviewing during Ramadan are covered in a separate guide to Gulf interview etiquette, and remote interview logistics in a guide to interviewing from abroad.
What travels well everywhere
Across all the official sources reviewed, a few expectations are consistent:
- Research the employer. Every source assumes you have done it.
- Be punctual. Both the German and Danish guidance stress it.
- Link your experience to the job. Selection on job-relevant ability is the stated principle in Japan and the United States.
- Expect a “why here” question. Moving countries invites questions about motivation and staying power.
A five-step method for any country
- Find the official newcomer or job-seeker portal. Many governments run one, as Germany and Denmark do. Labour ministries and equality bodies often publish guidance on lawful interview questions.
- Read three or four real job adverts in your field from that country. Note the language used, the qualifications requested and whether salary is shown.
- Check credential recognition. If your degree or licence needs recognition, know where you stand and say so in the interview.
- Prepare a country-specific “why here” answer. It should mention the role and the employer, not only the lifestyle or the salary. Common questions are collected in the resume and interview questions hub.
- Ask someone local. A short conversation with a professional in your field who already works there will correct more assumptions than any article.
Adapting how you talk about yourself
Some candidates come from interview cultures where modesty is valued and speaking about personal achievements feels awkward; others come from cultures where confident self-promotion is expected. The official sources reviewed here do not rank countries on this, so rather than relying on stereotypes, use a neutral approach that works in most settings: describe what you did, the result, and what you learned, using “I” for your own actions and “we” for team outcomes.
Illustrative answer: “Our team was missing deadlines on monthly reports. I rebuilt the data template and trained two colleagues to use it. We cut preparation time from four days to two, and the process is still in use.”
The structure is factual rather than boastful, and it lets the interviewer judge the achievement.
Frequently asked questions
Should I interview in the local language?
If the job requires it, yes, and be honest about your level. Germany’s official guidance says applicants from abroad should expect questions about their German skills. If the working language is English, ask in advance which language the interview will use.
What if I am asked a question that would be off-limits at home?
Check whether it is permitted where you are applying. If you are unsure, you can ask how the question relates to the role, or answer briefly and move on to your qualifications.
Do I need to change my CV for each country?
Often, yes. Length, photo, personal details and format expectations differ. Prepare a version for each target market rather than one universal document.
Sources
- This is what awaits you in the job interview (Tips for a job interview in Germany) – deutschland.de
- Workplace culture in Denmark – Work in Denmark
- 求職者の皆様へ (For job seekers): fair recruitment selection – Ministry of Health, Labour and Welfare, Japan
- Prohibited Employment Policies/Practices – U.S. Equal Employment Opportunity Commission
- Federal Decree-Law No. 33 of 2021 Regarding the Regulation of Employment Relationship and its amendments – UAE Government portal (u.ae) / Ministry of Human Resources and Emiratisation