The baseline thing we do is video interviews and live calls. There’s no better litmus test than natural conversation. Here are the two most effective ways to filter out candidates with weak English skills: 1. Watch for Scripted Responses. During a video interview, check if the candidate is reading off a paper or frequently looking at the screen. If they’ve practiced phrases but struggle to speak naturally, they might have trouble thinking on their feet during real conversations. 2. Ask Spontaneous Questions. Go off-script during the interview. This ensures the candidate’s English is strong enough for all kinds of unplanned conversations.

Language Assessment Methods 1. Language proficiency tests (e.g., TOEFL, IELTS). 2. Phone or video interviews with native speakers. 3. Language assessment platforms (e.g., Berlitz, LanguageLine). 4. Writing samples and email correspondence. Language Training and Support 1. Provide language training programs for new hires. 2. Offer language support resources (e.g., language coaches, online tools). 3. Encourage language practice through mentorship programs. Global Talent Acquisition Strategies 1. Partner with global recruitment agencies. 2. Utilize job boards and career websites in multiple languages. 3. Leverage social media and professional networks. 4. Attend international job fairs and recruitment events.

First define the minimum language requirements based on the role’s needs, focusing on verbal, written, or both skills. For example, we might require a specific score on a recognized language test or evidence of language skills through education or prior experience. We assess candidates directly through structured interviews or role-specific tasks to gauge their communication abilities while minimizing bias toward accents. Use standardized language assessments and role-specific scenarios for accuracy. Clearly communicate the language expectations upfront to candidates to set transparent standards.

When hiring globally, providing both written & spoken proficiency tests are a great way to establish any potential language barriers. For example, the candidate could send a video application answering a series of questions provided by the hiring manager. Secondly, an eligibility questionnaire could be sent to understand written competency. If the candidate does not quite meet the requirements, it would be beneficial to provide this feedback along with any potential learning tools to help the candidate improve for future opportunities.

🌈 Hiring top talent from around the world brings diverse perspectives and expertise, but ensuring language proficiency is essential for seamless collaboration. To achieve this, establish a robust language assessment process as part of the hiring workflow, incorporating standardized tests, live communication evaluations, and role-specific language requirements. Provide ongoing support through language training programs, fostering an inclusive environment where talent can thrive, regardless of linguistic background.