Danish interviewers asking personal questions to assess cultural fit, while Romanian candidates interpret this shift away from technical topics as a signal that their technical qualifications are insufficient.

1. Provide Cultural Interview Preparation

Before interviews, brief Romanian candidates on the Danish whole-person assessment approach. Explain that personal questions reflect interest in team fit rather than indicating technical inadequacy. This preparation prevents candidates from misinterpreting interview signals and allows them to prepare thoughtful responses about non-technical aspects.

2. Create Transparent Interview Structures

Develop a clear interview framework that explicitly communicates when technical assessment ends and cultural/personal exploration begins. For example: "We've completed our technical evaluation, which you've handled well. Now we'd like to learn more about you as a person to understand how you might fit with our team culture."

3. Implement Balanced Assessment Templates

Design interview protocols that systematically alternate between technical and cultural questions, rather than addressing them in separate blocks. This integration helps Romanian candidates understand that personal questions complement rather than replace technical evaluation.

4. Train Danish Interviewers on Cross-Cultural Dynamics

Educate Danish hiring managers about how their informal approach can be misinterpreted by candidates from more formally structured professional cultures. Teach them to recognize when candidates appear confused by personal questions and provide reassurance about the interview's positive direction.

The fundamental solution involves creating transparency about interview objectives while respecting both Danish holistic assessment values and Romanian expectations for professional evaluation. When both sides understand the purpose behind different question types, the interview becomes a more accurate assessment tool rather than a source of cultural misinterpretation.