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Typical interview structure in Europe – stages, questions and where the line is

How a job interview in Europe usually runs – and which questions an employer should not ask you.

Typical interview structure

There is no fixed European format, but most interviews follow a similar pattern: a short welcome, questions about you and your experience, information about the job, your questions, and a word on the next steps. Many employers also add a test or a second round.

The usual flow of an interview

Welcome and small talk – introductions, sometimes a short description of the company and the job.
Your background – “Tell us about yourself”, your studies, jobs and projects. Expect questions about anything in your CV.
Motivation and fit – why this job, why this company, your strengths and weaknesses, how you work in a team.
Practical or competency questions – how you handled a situation in the past, or how you would approach a task.
Your questions – EURES suggests asking about things like salary expectations, the length of the contract and insurance.
Closing – what happens next and when you will hear back. EURES advises you to say again that you are interested and to thank the interviewer.

What differs between countries

Our country pages, based on EURES and national sources, show how the process can vary:

Norway: you will usually be asked about your experience, your motivation and how you would approach work tasks.
Sweden: expect questions about your education, work, interests, strengths and weaknesses; there may be several rounds or tests.
Poland: the employer first selects candidates on the basis of their documents; the interview may include a knowledge test.
Lithuania: for most jobs you send a CV and a covering letter, sometimes take selection tests and then go to an interview; for manual jobs a CV and an interview are often enough.
Spain: according to EURES, 75% of Spanish companies use psychometric tests.
United Kingdom: for competency questions, use the STAR method (situation, task, action, result).
Malta: some employers ask for a medical examination before you start.

Other formats you may meet

Group interview – several candidates work on a task or discussion together, so the employer can see communication and teamwork.
Online and AI screening – a first round may be a video call or an interview on an AI platform. EURES advises clear, concise answers and rehearsing to avoid long pauses and filler words.

Under EU rules on artificial intelligence, EURES notes, you should be informed beforehand if AI is used in recruitment, and using AI to infer your emotions and score you is banned.

Questions that cross the line

A question crosses the line when it has nothing to do with the job and touches things you cannot be rejected for – such as your sex, pregnancy or family plans, racial or ethnic origin, religion or belief, disability, age or sexual orientation. In EU countries, discrimination on these grounds is banned in recruitment, and so is discrimination against EU citizens based on nationality.

The general rule in the EU

Equal treatment from the first step. EU directives against discrimination (2000/43, 2000/78 and 2006/54) cover “conditions for access to employment”, including selection criteria and recruitment conditions. That means the job ad, the interview and the decision.
Pregnancy. Under Directive 2006/54, less favourable treatment of a woman related to pregnancy or maternity leave counts as discrimination.
Nationality. According to Your Europe, discrimination based on nationality is strictly forbidden across the EU – EU citizens working in another EU country must get the same working rights as local colleagues.
Your data. Under the GDPR, personal data must be limited to what is necessary for the purpose. Data revealing, for example, your health, religion, ethnic origin, trade union membership or sexual orientation get extra protection.
Your pay history. The Pay Transparency Directive (2023/970) says that an employer shall not ask applicants about their pay history. EU countries had to apply it by 7 June 2026 – the details depend on national law.

There is a narrow exception: a requirement linked to one of these grounds can be lawful when it is a genuine and determining occupational requirement, the aim is legitimate and the requirement is proportionate.

Typical questions that are usually out of line

“Are you pregnant?” / “Do you plan to have children?”
“Are you married?” / “Who looks after your kids?”
“What is your religion?” / “Where are your parents from?”
“How old are you?” – unless there is a legal age limit for the job
“How much did you earn in your last job?” – where the pay transparency rules apply

Questions about the job itself are fine: your skills, whether you can work the required hours or shifts, whether you have the right to work in the country, or which languages you speak if the job needs them.

How to respond

Redirect politely: “I can assure you it won’t affect my ability to do this job.”
Ask why: “Could you explain how this relates to the role?”
Keep notes – date, names and the exact question.
Get help. The European Commission points victims of discrimination to the national equality bodies; trade unions and labour inspectorates can also advise.