What recruiters ask – and focus on – during job interviews in Norway

It should come as no surprise that job interview styles vary significantly across countries. After all, they're shaped by different cultural norms, values, market needs, and expectations, which are often country and region-specific.

In some places, the interview process may be strictly formal and hierarchical; in others, it can feel more like a casual chat.

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What counts as impressive in one country might be irrelevant - or even a bit off-putting - in another.

In Norway, the job interview process can sometimes surprise international candidates.

On the surface, it appears relaxed and informal, but beneath this calm exterior lie deeply ingrained cultural values that shape both the questions asked and the types of candidates that succeed.

An emphasis on extracurricular achievements

Perhaps even more unexpected for many is the focus on achievements in activities such as sports.

A recent Norwegian Broadcasting Corporation (NRK) article highlighted this phenomenon, citing a study by doctoral fellow Lisa Maria Breistein Sølvberg at the University of Bergen and Professor Lauren Rivera from Northwestern University.

The study revealed that in Norway's legal, auditing, and financial sectors, which many consider somewhat "elite" sectors, athletic performance is frequently used as a key selection criterion.

Sports were mentioned in over 80 percent of job interviews within these industries, and some employers seemed to associate sports participation with qualities like endurance, drive, and ambition and even used athletic achievement to raise their companies' internal and external status.

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The class and gender factor

While the emphasis on athletic performance might work in favour of some candidates, it's not equally beneficial to everyone.

Sølvberg observed differences in how gender and social class play into the equation.

"In our paper, we discuss some gender differences, but hiring agents preferred stereotypical male-dominated sports more than gender-neutral or female-dominated sports," Sølvberg told The Local in an e-mail.

In other words, sports like cross-country skiing or running often carried more weight in hiring decisions than, say, dance or team sports often associated with women.

When asked whether the trend of using sports as a proxy for employability might fade, Sølvberg was cautious:

"Good question, but it is also one that is hard to answer. As firms become more aware of the connection between high-level sports and class, it might decline. However, no laws prohibit discrimination against 'social class' in hiring, so it might continue to go unnoticed.

"Most firms strive for diversity, but social class might be a 'forgotten' and hidden category, so to speak," Sølvberg said.

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What Norwegian recruiters really want to know

While the sports angle might be surprising, it doesn't replace the traditional cornerstones of a strong interview.

Norwegian recruiters still ask the usual questions – but they do so with a local flavour and expectation of authenticity.

According to Jacob Rønne, Nordic Director at Nigel Wright Group, some of the most common and essential questions in a Norwegian job interview could include:

• "What are your motives/motivation?"
• "Why are you interested in our company and this specific role?"
• "How do your values align with ours?"
• "What kind of organisational culture and leadership style do you thrive in?"
• "What are your long-term goals - do you want to be happy, lead a team, or save the world?"
• "How do your competencies match this job specification?"
• "What are your salary expectations?

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When it comes to salaries in particular, candidates should be ready to "be real and concrete about what you have, and be reasonable and realistic about what you expect," Rønne told The Local.

Norwegian companies also tend to rely heavily on competency-based interviewing, a technique that explores how a candidate has demonstrated specific skills in past experiences.

Therefore, you might be asked to describe a time you handled a difficult team situation, managed a deadline, or led a project. 

Cultural values further influence how job interviews in Norway are carried out.

Norwegian recruiters often favour an informal, conversational tone. It may feel more like a dialogue than an interrogation, but don't mistake casualness for a lack of seriousness.

"Both form and content matter," Rønne noted, adding that non-verbal communication - eye contact, posture, and tone - plays an important role.

As for taboo topics, he suggested candidates steer clear of sensitive personal areas, such as politics, religion, and sexual orientation, which are often considered inappropriate subjects in the Norwegian interview setting.

What about international candidates looking to impress?

Rønne offered practical advice: "Speak the language or at least try."

"Show some adaptation to the culture – talk about skiing or the weather," he said, noting that even small gestures like these demonstrate cultural awareness and openness.

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