Why check language skills during recruitment?

Recruitment is an increasingly complex issue for companies. The search for the ideal candidate brings with it many challenges. One of the most crucial is ensuring that the skills stated on the CV match the reality. And in a world where companies operate on a global scale, language skills are particularly important.  

 

However, it is common for candidates to embellish their qualifications in order to stand out. That's why it's essential to check their language skills as early as the recruitment process.

In this article, we will look at: 

• Why it's vital to validate language skills. 
• The limitations of official certifications stated on the CV. 
• Options available to evaluate skills. 

Why validate your candidates' language skills? 

First and foremost, communication is at the heart of any business. But language skills play a particularly important role for international companies. Employees need to be able to communicate effectively with colleagues, customers and partners on a global scale.

Imagine recruiting a candidate for a job that requires communication in English, only to discover later that their language skills are not up to the company's needs. This could lead to:

• Wasting time. 
• Wasting money. 
• A deterioration in the quality of work.  

Why? Because inadequate communication can lead to misunderstandings and delays. Because inadequate communication can lead to misunderstandings and delays. What's more, a person whose language skills don't match the requirements of the job may feel overwhelmed and under-perform. This will have a negative impact on the company's culture.

Checking them therefore allows to: 

• Minimise the risks associated with unsuitable recruitment.
• Ensure that the company hires employees who can express themselves effectively in the necessary languages.
• Improve productivity, work quality and customer satisfaction.

Taking a language level test will also help to establish the motivation of candidates to join your company. Taking a language test can be seen as:

• A commitment to the company.
• Proof of the candidate's determination to succeed in their new role.

On the other hand, if a candidate is reluctant to take this assessment, you can draw certain conclusions regarding: 

• Their language level. 
• Their commitment to the job. 

Limitations of the most common language tests on CVs 

The most common tests 

Candidates often put forward results from official language tests, such as:

• TOEFL (Test of English as a Foreign Language): an English test that assesses comprehension in an academic context.
• TOEIC (Test of English for International Communication): this English test focuses on the language skills needed to succeed in an international professional environment.
• IELTS (International English Language Testing System): an assessment that identifies English language skills in academic and professional contexts.
• DELE (Diploma de Español como Lengua Extranjera): an internationally recognised Spanish language assessment.
• Goethe-Zertifikat: This assessment measures skills in German. 

What are the limitations of these tests? 

These tests are internationally recognised and offer a reliable assessment. However, they follow their own scoring system and do not allow candidates to be assessed in the same way. This may be the case between candidates, between two or three languages or at company level. What's more, candidates may have taken the test several years ago. The results may not reflect their current language level.

Carrying out your own language assessment, which will follow the CEFR (Common European Framework of Reference for Languages) standards, will ensure a consistent assessment:

• Across all languages. 
• Between candidates. 
• Within the company. 

Solutions for assessing your candidates' language skills 

Use an online platform independently 

Online platforms offer a practical option for assessing candidates' language skills. They allow you to:

• Create personalised tests. 
• Take the test online, when and where candidates wish to.
• Receive results quickly..  

However, candidates' self-assessment may bias the results. In addition, some platforms may lack precision in assessing language skills or explaining the results.

Using a training organisation specialising in in-company language courses 

This solution is ideal for guaranteeing accurate results tailored to your company's needs thanks to:

• A tailor-made service: these training organisations work closely with you to prepare and design a language assessment tailored to your needs.
• The identification of your specific needs: They carry out an in-depth analysis of the language requirements for the position, ensuring that the skills sought are aligned with your recruitment requirements.
• Tests based on the CEFR: These offer precise language proficiency tests that comply with the Common European Framework of Reference for Languages, enabling candidates to be assessed in the same way.
• A tailored training programme: If necessary, they can develop a tailored training programme for new recruits, to fill any gaps.
• A local service: They offer personalised support, ensuring smooth communication and mutual understanding of your needs.
• Personalised customer support: You have a dedicated point of contact to answer your questions and concerns throughout the recruitment process.

Choose Speak'Pro when recruiting 

Checking your candidates' language skills during recruitment is essential to ensure that the talent hired meets the company's needs. Using an in-company language training provider is the best option for obtaining accurate results tailored to your needs.

The Speak'Pro method includes a linguistic benchmark to determine the language level required by candidates, assess the language level of employees and offer language courses adapted to their needs, thus contributing to your company's linguistic excellence.

Don't leave the language skills of your future employees to chance, invest in validating them for successful recruitment.