This article is written in English to support your learning.
Part 1 – the interviewer’s perspective
In many international interviews today, everyone speaks English.
That doesn’t mean everyone is communicating in the same way.
According to recent EU research, almost half of Europeans now speak English as a second language. As a result, many interviews are now conducted in English between people for whom it is not a first language.
English has become the shared working language. Practical. Efficient. Necessary.
But in interviews, English often does more than carry information. It also shapes how people appear. And that’s where things can quietly go wrong.
When English becomes the interview language
Interviews are already high‑pressure situations. Candidates are thinking, selecting examples, weighing their words, and trying to present themselves clearly.
When English is added to the mix, the cognitive load increases immediately.
Candidates may:
- pause more often
- simplify their answers
- choose safer wording
- take time to formulate their thoughts
From the interviewer’s side, this behaviour can sometimes be read as a lower level of confidence.
But that interpretation is not always accurate.
Level of confidence: what are we actually seeing?
In interviews, we often talk about “confidence” as if it were a fixed quality. Someone either has it, or they don’t.
In reality, what interviewers are seeing is a perceived level of confidence in that moment.
When English is being used as a shared second language, that perception is influenced by several things at once:
- language processing
- cultural expectations
- ideas about how confident someone “should” sound in an interview
A candidate who pauses before answering may not be unsure. They may be taking time to express something carefully and accurately in English.
What looks like hesitation can simply be formulation.
How English as a shared language changes behaviour
When professionals work in a language that is not their first, they often adapt unconsciously.
They:
- reduce nuance to avoid misunderstanding
- shorten answers to stay safe
- avoid idiomatic or expressive language
- focus on correctness rather than richness
The result can be answers that sound flatter or less detailed than they would in a first language.
That doesn’t mean the thinking behind the answer is shallow. It often means the speaker is managing risk.
Cultural expectations play a role too
Confidence is expressed differently across cultures.
Some professionals are comfortable presenting themselves strongly and explicitly. Others are more understated. In some cultures, self‑promotion is expected. In others, it feels uncomfortable or even inappropriate.
When interviews are conducted in English, these differences don’t disappear. They are simply filtered through another language.
For Dutch recruiters in particular, clarity and directness are often valued. International candidates may prioritise accuracy, reflection, or politeness instead.
This can lead to a mismatch in expectations.
Common signals that are easily misread
In English interviews, certain behaviours are often interpreted quickly:
- pauses are read as uncertainty
- careful wording is read as lack of ownership
- simplified answers are read as lack of depth
But in many cases, these are not signs of low competence or low confidence. They are signs of language management under pressure.
The candidate is doing two things at once: answering the question and managing English.
What interviewers can do differently
This is not about lowering standards or changing expectations. It’s about interpreting signals more accurately in an international context.
A few small shifts can make a big difference:
- allowing thinking time without rushing to fill the silence
- listening for structure rather than speed
- asking follow‑up questions instead of assuming
- separating language performance from professional judgement
Interviews are not just assessments. They are interactions. Confidence is often co‑created in the space between interviewer and candidate.
A shared responsibility
When English is the shared interview language, confidence is not only something candidates try to project. It is something interviewers actively interpret.
Being aware of how language and culture shape that interpretation leads to better conversations and, ultimately, better hiring decisions.
In Part 2 of this series, I’ll look at interviews from the candidate’s side, and explore how professionals can express their experience and thinking more confidently in English, without over‑preparing or changing who they are.
Thanks for reading.
When English is everyone’s second language, confidence is often quieter than we expect.
Until next time,
Stuart
French 
English 
Dutch