Essentially, it's very important for them to find a nice colleague that will naturally integrate in the collective. Someone who can do the work, but also talk, communicate well and overall be a well-rounded person. The technical side of things is an additional criteria, but not the basis for a decision. You often get to hear the idea that "learning on the job" is the way they do things. Nobody has an idea to dismiss you because you don't remember some obscure sorting algorithm from 20 years ago.
At least I have not run in a single case when the interview was being run by people or the Western European origin and I got to be grilled on technical matters. The story was all different when among the Western Europeans there were the Eastern ones present at the table who were mainly asking questions. In that case all that you get asked is the minutiae of the specific technologies they use, and often the interview time is completely wasted as you don't get the chance to learn about the company, so you return home with as little information about them as you had before going to the interview.
After a while you get a clear picture of where everyone fits in the food chain. Western Europeans run a business, see the big picture and care about practical things. Eastern Europeans are grunt workers that are [happily] stuck in their technical silos.
Not meaning to offend anyone originating from Easter European countries and who do not fall under this description, but it's been my consistent experience and my individual observation that I've made while interviewing for positions in Western Europe (mostly in Germany) and also from interacting with my colleagues (of varying origins). There was always a clear separation of concerns to be felt.