Initial Interview in Germany: Stages, Questions and Preparation

An initial interview in Germany is usually not intended as an in-depth technical assessment, but as a first screening: the recruiter evaluates your motivation, communication skills, relevant experience, expectations for the role, and basic understanding of the company. The format can vary by industry, but the interview usually follows a predictable structure.

For foreigners, the main challenge is not that the interview is unusual, but the combination of business culture, language, and open-ended questions such as Erzählen Sie etwas über sich. Good preparation helps you answer calmly, concisely, and to the point.

What Is an Initial Interview?

A screening interview is an early stage of the selection process after reviewing your CV, LinkedIn profile, or application. It may be conducted by HR, an internal recruiter, an external recruiter, or, in a small company, your future manager.

The purpose of the interview is to:

check whether your experience matches the vacancy;
understand your motivation and reasons for changing jobs;
assess your communication skills and language proficiency;
discuss salary expectations, availability, and working arrangements;
decide whether to invite you to the next stage.

It is not always a technical interview yet. Even if you are an engineer, analyst, or IT specialist, it is better to explain your experience in clear language during the first call and not overload your answer with narrow technical terms.

How Long Does the Interview Last and What Format Does It Take?

The initial conversation often lasts around 20–45 minutes, but this is not a strict rule. There may be short 10–15-minute phone screenings or more detailed hour-long video calls. The duration depends on the seniority of the role, the company, and how familiar the recruiter is with your profile.

The format may be:

a phone call;
a video interview via Teams, Zoom, Google Meet, or the company’s internal system;
a short meeting at the office;
a conversation with an external recruiter before contact with the employer.

If the interview is scheduled online, check your camera, microphone, account name, background, internet connection, and CV documents in advance. Punctuality matters in Germany: it is best to join a few minutes before the start.

Typical Structure of an Initial Interview

1. Greeting and Small Talk

The conversation often begins with a brief neutral warm-up: whether you can hear the other person well, whether it is convenient for you to talk, how your day has been, or whether there were any connection problems. The candidate is not expected to tell a long story. It is enough to reply politely and move on to business.

Example in German:

Danke, mir geht es gut. Ich freue mich auf unser Gespräch.

2. Self-Presentation

One of the most common requests is to tell the interviewer about yourself. The wording can be open-ended: Erzählen Sie etwas über sich or Stellen Sie sich bitte kurz vor.

A good answer takes about two minutes and connects your experience with the vacancy:

Who you are professionally.
Which experience is most relevant to this role.
What tasks you handled and with what result.
Why you are considering this position now.

There is no need to retell your entire biography, school years, move, and every line of your CV. The recruiter is checking whether you can structure information and highlight what matters most.

3. What You Know About the Company

The recruiter may ask why you applied and what you already know about the company. This is not an exam on the history of the brand, but basic preparation is essential.

Before the interview, check:

how the company makes money;
which products or services it offers;
which department the vacancy belongs to;
who its clients or users are;
which requirements recur most often in the job description;
whether there are recent news items, releases, or changes relevant to the role.

Your answer should show a connection between the company, the vacancy, and your experience. A general phrase such as “you are a well-known company” sounds weaker than a specific explanation of why this particular team or task interests you.

4. Motivation, Experience, and Behaviour in Work Situations

At the first interview, you are often asked about your reasons for looking for work, strengths, difficult situations, and expectations of the team. Sometimes behavioural questions are used: about a conflict, deadline, mistake, priorities, or collaboration with colleagues.

For such answers, it is convenient to use the STAR structure:

Situation — the context;
Task — your task;
Action — what you did;
Result — the outcome.

If you are moving to Germany or already live here with a limited residence permit, answer carefully: do not promise what you have not verified. You can say that you understand the need to check your right to work and are ready to provide documents to the employer if this is relevant to the vacancy.

5. Salary Expectations and Conditions

The salary question often comes up at the first stage. Prepare a range in advance: research similar vacancies, salary reports, the region, seniority, company size, and employment arrangement.

The wording can be neutral:

Auf Basis meiner Erfahrung und der Aufgaben der Position liegt meine Gehaltsvorstellung bei etwa … Euro brutto jährlich. Ich bin offen, die Details im Gesamtpaket zu besprechen.

Do not name a random amount just because the question caught you off guard. If you have little information, you can ask for clarification on the role’s range or say that you would like to compare expectations with the full set of responsibilities.

6. Your Questions for the Recruiter

Having no questions can look like weak preparation. It is better to have 4–5 options and choose 2–3 as the conversation unfolds.

Good questions include:

Which tasks will be the most important in the first three months?
How is the team structured, and whom will I work with most often?
Why is this position open?
What does the next stage of the selection process look like?
Which skills are especially important for successfully completing the probationary period?
How does the company evaluate performance in this role?

Do not start solely with vacation, sick leave, and remote work if you have not yet discussed the content of the job. These topics matter, but it is better to weave them into a broader conversation about the conditions.

7. Closing and Next Steps

At the end, the recruiter usually explains the next steps: when to expect feedback, whether there will be a technical interview, a test assignment, a meeting with the manager, or an assessment. If no timeline is given, you can politely ask.

Example:

Vielen Dank für das Gespräch. Können Sie mir sagen, wie die nächsten Schritte aussehen und wann ich ungefähr mit einer Rückmeldung rechnen kann?

How to Speak if Your German Is Not Perfect

You do not always need flawless German for an interview, but you do need controlled communication. If you did not understand a question, it is better to ask again than answer beside the point.

Useful phrases:

Entschuldigung, ich habe die Frage nicht ganz verstanden. Könnten Sie sie bitte wiederholen?
Könnten Sie das bitte etwas anders formulieren?
Wenn ich Sie richtig verstehe, fragen Sie nach …
Dazu kann ich ein Beispiel aus meiner letzten Position nennen.
Ich brauche einen kurzen Moment, um meine Antwort zu strukturieren.

If the vacancy requires German, prepare professional terminology in advance. If English is the working language, it is still worth learning basic German phrases for greetings, clarifications, and administrative matters.

Preparation Checklist

Before the interview, check:

that your CV, vacancy, and LinkedIn profile match the vacancy;
a short self-presentation in German or English;
3–4 STAR examples for difficult situations;
information about the company and team;
a salary range in brutto jährlich;
the status of your work permit if it may be a question;
questions for the recruiter;
your equipment, calendar, time zone, and a contact person in case of a problem.

Common Candidate Mistakes

Speaking for too long in the self-presentation and losing the connection to the vacancy.
Using professional jargon that HR is not expected to understand.
Failing to prepare an answer about the company.
Naming a salary without understanding the gross/net distinction and annual format.
Criticising a former employer instead of calmly explaining your motivation.
Not asking questions at the end of the interview.
Overestimating the employer’s role in visa or relocation matters without checking the specific situation.

In Brief

An initial interview in Germany is a structured conversation about your experience, motivation, expectations, and basic fit for the vacancy. Prepare your self-presentation, examples of work situations, questions for the recruiter, and a salary range. If the interview is in German, learn phrases for clarifying questions in advance: this looks more professional than trying to guess the meaning.