In Mexico, job applicants are routinely required to provide their height and weight. In Japan, a candidate may be asked about his or her father’s career path, and whether he’s a “productive member of society.” In China, recruiters might inquire what hotel candidates are staying at and what class of travel they took—with candidates rejected for being too “delicate” or “impulsive.” The bottom line: Americans looking for jobs abroad should assume that no question is out of bounds.

“You may think there are ground rules based on your experience in the U.S., but be prepared to drop all that,” says Melanie Kusin of Heidrick & Struggles. “If you’re going to be defensive about discussing anything, don’t bother going out for the interview.” Here are a few specific areas of inquiry to be ready for.

Testing Torture
•    Multiple interviews over a period that may last weeks or even months as managers typically spend more time vetting foreign job candidates. In Western Europe especially, you should expect a battery of written tests that might include intelligence assessments, personality analyses, evaluations of cultural competence, and “situational exercises” where you’re asked to role-play or simulate an aspect of the job for which you’re being considered.

Six Degrees of Interrogation
•    Requests to detail any connections you might have with existing employees—not to vaccinate against nepotism, but, on the contrary, to explore what common ground you might have with the incumbent team. “The value of ‘inside contacts’ is much more pronounced in countries outside of the U.S.,” says Rebecca Powers, a consultant with Mercer. “It’s not just name-dropping, it’s an established part of the recruitment process. In Japan, for instance, employers initially target recruits who are known by current employees, or who have the same educational history as current employees, because they want people with similar values and backgrounds.” Inside contacts are also particularly valued in Western Europe, where personal references and connections can play a make-or-break role in hiring.

Going Beyond Borders
•    Inquiries designed to assess if you’re too “American” for the position. “Employers are on the lookout for people who aren’t culturally adaptable,” says Kusin. Do your homework first, she emphasizes, which means knowing the culture and the lifestyle changes you’ll have to make in order to adjust to the new market; the typical American attitude that everywhere else in the world is just like the U.S. is a major handicap when applying for jobs abroad. Kusin recalls meeting with an executive with a major global advertising agency who was interested in pursuing a position based in South Africa. “She said to me, ‘It’s a perfect fit—they speak English over there!’” says Kusin. “My first thought was, ‘Wow, if that’s your attitude, you really don’t have what it takes to do this.’”