Most EU countries have laws around probationary periods at the beginning of an employment that can extend up to six months. Once that period has passed it can be difficult to get rid of an employee but until then it's easy.
The laws typically align with the values and sensibilities in the societies, but its a tiny bit easier in practice (if you really want to) to make happen. In the USA people think it is easy, especially at will states - even easier than they think. The UK people think it is moderately difficult; its actually pretty easy. France people think it is impossible, its moderately difficult at best, expsensive (like a couple of months salary) at worst, and within probations and first couple of years, pretty easy.
Culturally however, a) people dont like firing people and b) they want to believe that they are unfirable as well. So rather than pay an employee 3 months severance they linger on for years.
It's not too difficult, but it's not quick (and that's ok). Outside of gross misconduct, you have to go through multiple stages of explaining the issue, coming up with a performance improvement plan and then evidence that they haven't met it.
Pretty much the ONLY thing that is not a "go" during the probationary period is due to various things that fall in protected categories. I have a hard time thinking "I let someone else do my interview for me" falls under that, in almost every case.
The maximum amount that you can be awarded as compensation for constructive dismissal is presently the statutory cap of £89,493 or 52 weeks gross salary- whichever is the lower