Interview with applicants
Definition and meaning
The interview with applicants is a central element in the selection process of new employees in companies and institutions, including law firms. It is a structured conversation between an applicant and one or more people from the selection side, often from the HR department or management. The aim of the interview is to clarify mutual expectations, to learn about the applicants’ professional and personal qualifications, and to assess the fit for the advertised position as well as the company culture.
Role in the application process
The interview with applicants is usually an intermediate step or climax in the multi-stage selection process. After reviewing and evaluating the written application documents (cover letter, CV, certificates, and other documents), suitable candidates are invited to a personal or virtual interview. In law firms, the interview serves to assess the technical qualification, personal motivations, and social skills that are relevant for the work within the team. The impressions gained from the interview play a decisive role in the final selection decision and are therefore highly significant for a successful start in a law firm.
Role and significance when starting at a law firm
Law firms place particular value in interviews on communication skills, demeanor, motivation for the position, and interest in the specific way of working as well as in the team’s environment. The conversation gives interested individuals the opportunity to find out more about the particular aspects of the working style, development opportunities, and work environment, and to ask their own questions.
Requirements and expectations from the employer’s side
Employers pursue several objectives with the interview:
- Professional suitability: Verification of knowledge and skills through practical examples or targeted follow-up questions.
- Personal competencies: Assessment of qualities such as commitment, communication skills, team orientation, and problem-solving ability.
- Motivation and self-assessment: Evaluation of how applicants imagine the job, why they want to work specifically at this law firm, and to what extent their expectations align with reality.
- Cultural fit: Assessment of whether the applicant’s personality fits the team and the general law firm environment.
Law firms usually expect that candidates are well prepared for interviews, have a basic understanding of the work tasks, and are able to communicate their strengths and motivation authentically.
Typical misunderstandings and misinterpretations
Various misunderstandings repeatedly occur in connection with interviews:
- Confusion with an informal conversation: The interview is usually a structured conversation that follows clear selection criteria and is decisive for the outcome.
- Underestimating the scope of the interview: Many applicants underestimate the depth and breadth of the questions. In addition to job-related topics, questions about personality, work style, and motivation are often asked.
- Incorrect expectations regarding the conduct of the interview: The interview generally takes place at eye level. It is not about simply testing knowledge but about an exchange in which both sides learn from each other and align their goals.
Practical tips for applicants
The interview is a crucial opportunity to get to know the potential workplace and team and to make a lasting impression. The following tips can help:
- Thorough preparation: Inform yourself about the law firm, its fields of activity, and current developments. Consider how you can convincingly present your experiences and interests in the conversation.
- Self-reflection: Become aware of your strengths and areas for development and consider how you fit the law firm’s requirements.
- Authenticity: Remain authentic during the interview. Do not try to over-fulfill expectations, but contribute your own views and interests honestly.
- Ask questions: Take the opportunity to ask your own questions and highlight your interest in the law firm.
- Professional demeanor: Punctuality, appropriate appearance, and respectful behavior are a matter of course and leave a positive impression.
Frequently Asked Questions (FAQ)
How long does an interview at a law firm take? The duration can vary. One-on-one interviews usually last between 30 and 60 minutes. In multi-stage selection processes, such as assessment days, longer periods are also possible.What questions are frequently asked? In addition to questions about education, practical experience, and motivation, you can also expect follow-up questions about previous projects, teamwork situations, or your idea of day-to-day work in a law firm.Can I ask my own questions? Yes, this is even expected. Asking your own questions shows interest and gives you the opportunity to learn more about working practices and development prospects.What happens after the interview? After the interview, an internal assessment usually takes place. You will receive feedback within an agreed period as to whether and how the selection process will continue.Should I make contact again after the interview? A courteous thank you by email after the interview is usually well received. Further follow-up should be limited to substantive questions or steps agreed upon during the interview.
This article is intended to help applicants prepare confidently and purposefully for interviews, especially in the law firm context, and to avoid typical uncertainties.
Frequently Asked Questions
Are questions about pregnancy allowed in interviews?
Questions about pregnancy or a possible pregnancy are, from a legal perspective, not permitted in interviews according to § 7 AGG (General Equal Treatment Act) and § 1 MuSchG (Maternity Protection Act). They constitute impermissible discrimination based on gender. The employer’s right to ask questions is limited in this regard because such questions violate the applicant’s privacy and are not necessarily related to the job in question. Even if an applicant is pregnant, this may not be a reason for rejection. In such cases, applicants have a so-called ‘right to lie,’ i.e., they may answer an inadmissible question untruthfully without having to fear employment law consequences. If the employment relationship has already been established due to such a question and its truthful answer, no disadvantage may arise from it.
What questions regarding religious affiliation are permissible in interviews?
As a general rule, questions about religious affiliation may not be asked in interviews pursuant to § 1 AGG, as these are intended to prevent discrimination on the grounds of religion. An exception exists, however, for so-called Tendenzbetriebe, such as church employers or religious associations, if affiliation is an essential and justified occupational requirement for the position (§ 9 AGG). In the private sector or with state employers, questions about religion are generally not permitted and may be rejected or answered untruthfully by the applicant. If discrimination due to religion occurs nonetheless, there is a claim for damages under § 15 AGG.
Does the employer have the right to ask about criminal records in the interview?
Employers may generally only ask about criminal records or pending investigations if they are relevant to the position in question. This derives from § 53 BZRG (Federal Central Register Act) and the principle of proportionality. For example, when filling a position in security-related fields (e.g., security services), such questions may be asked. In other professions, such questions are usually inadmissible, especially if the criminal records have been deleted or expunged and therefore no longer need to be mentioned. Applicants in this context also have a ‘right to lie’ if the question was inadmissible. If an applicant is rejected on the basis of truthfully disclosing a criminal record, this may be considered discrimination, provided there is no factual connection to the position.
Are questions about sexual orientation or marital status permitted in interviews?
Questions about sexual orientation and marital status, for example regarding partnerships, desire for children, or marital status, are inadmissible according to § 1 AGG. They intrude into the candidate’s private sphere and personal life and are usually not relevant for the performance of the job. Here too, the applicant has the right to lie if such a question is asked. In the event of discrimination on the grounds of sexual identity, there is a right to compensation under § 15 AGG.
Does the employer have to inform the applicant of a possible video or audio recording of the interview?
Yes, any recording of a job interview, whether by video or audio, requires the explicit and prior consent of the applicant. This is stipulated under Art. 6(1) GDPR (General Data Protection Regulation) and § 201 StGB (Criminal Code). Secret recordings are unlawful and can be prosecuted. The applicant must be transparently informed about the scope, purpose, and duration of storage, and actively asked for consent. Without this, such a recording is not permitted and may lead to civil and criminal consequences.
What rights do applicants have regarding the deletion of their data stored during the application process?
Under Art. 17 GDPR (right to erasure, also known as the ‘right to be forgotten’), an applicant can require the potential employer to delete all personal data collected during the application process once the process is over and there is no legitimate interest in further storage (e.g., defense against discrimination lawsuits, statutory retention obligations). Typically, documents are retained for 6 months after the position is filled to be able to defend against claims under the AGG. After this period, data must be deleted or anonymized unless the applicant has given additional consent for longer storage.
Are questions about existing illnesses or disabilities allowed in interviews?
Questions about existing illnesses or disabilities are generally inadmissible unless they are directly relevant to the performance of the advertised position. According to § 7 AGG, nobody may be disadvantaged because of a disability, and inquiries about health are only legitimate when they are directly related to the requirements of the job (e.g., proof of vaccination for medical staff, proof of color vision for vehicle operators). Otherwise, such questions are not justified, and the applicant may leave them unanswered or answer them untruthfully without fearing consequences. In the event of disadvantage, there is a right to compensation under § 15 AGG.