The Dutch German interview: the same conversation, different expectations
A Dutch candidate finds a German selection process distant and slow. The German hiring manager finds that same candidate too informal and underprepared. They may be an excellent substantive match yet both leave the interview unsure.
Not every difference is cultural, and no candidate fits a national stereotype. Yet recurring expectations do arise in cross border selection. A good process makes them explicit, so style is not confused with ability.
Before the interview: provide more context than usual
Tell candidates in advance who they will meet, each person's role, how long the conversation will take and which topics it will cover. Explain whether a case study, presentation or specific preparation is expected.
This helps every applicant, particularly when they do not know the customs of the other organization. A structured invitation reduces uncertainty without making the meeting stiff.
Start with a shared picture of the role
Do not immediately ask for a complete career history. First take five minutes to explain why the role exists, which market it serves and what success after twelve months looks like. Then ask candidates which experiences are relevant.
This keeps the conversation from getting stuck on CV details that say little about the cross border assignment.
Assess examples, not just presentation style
Someone who answers quickly and confidently is not necessarily more entrepreneurial. Someone who chooses words carefully is not necessarily less commercial. Ask for concrete situations:
- How did they open a new market?
- What happened when headquarters rejected a local recommendation?
- How did they build a target without an existing pipeline?
- Which customer insight demonstrably changed their approach?
Use the same core questions and criteria with every candidate for a fairer comparison.
Test language against the job
A fully bilingual interview may help, but assess language against the actual work. For example, ask a sales candidate to introduce a product briefly to a customer and draft an internal update. This shows whether they can switch between external and internal settings.
Do not penalize every small language error when clarity and persuasion are strong. Conversely, do not underestimate the energy required to work in a second language every day.
Combine Dutch speed with German predictability
A long process loses candidates; a quick but vague one creates problems later. A short route known in advance works best:
- an exploratory conversation on the role and conditions;
- a substantive interview using fixed criteria;
- a practical case or market discussion;
- final alignment on the offer and start.
Schedule decision points before the first interview. After each stage, tell candidates when they will hear back, even if the internal decision is pending.
Put agreements in writing alongside enthusiasm
In the Netherlands, a positive conversation may end with “we'll work it out”. Across borders, precision matters at that point. Summarize responsibilities, work location, travel expectations, reporting line, employment terms and next steps in writing.
That is not a sign of mistrust. It prevents both sides entering the contract stage with different ideas.
A good process selects in both directions
The employer assesses candidates, but candidates also assess whether the organization can work across borders. Slow answers, unclear authority or conflicting information are not just process faults; they affect the employer's reputation.
Crossborder Consulting helps employers with role definition, market positioning, outreach and selection for commercial roles between Germany and the Netherlands. Explore Crossborder Recruitment Partner Search or present your vacancy via Crossborder Talents.