The client politely contacted the VP of Sales the next day, asking if someone else could “handle the nuance of technical discussions.”
Alex wasn’t lying. He really did speak Spanish, but his skills didn’t fully match the demands of the role. There’s a difference between everyday conversation and navigating complex business discussions, negotiating contracts, or explaining technical concepts. The issue wasn’t necessarily his fluency. It was whether his language skills matched the job requirements.
How to Assess Language Skills Fairly and Effectively
So, how do you avoid another “Alex” without turning your interviews into intimidating four-hour language tests? The key is to assess candidates against the actual communication demands of the role.
1. Use Standardised Frameworks
Terms like “conversational” and “working proficiency” mean different things to different people. Frameworks such as the Common European Framework of Reference for Languages (CEFR) and the American Council on the Teaching of Foreign Languages (ACTFL) provide a more consistent starting point.
Under the CEFR framework:
A1/A2: Can understand and use basic expressions and handle simple, familiar interactions.
B1/B2: Can communicate independently in many everyday situations, with the ability to discuss a range of familiar topics.
C1/C2: Can communicate effectively across complex situations, including nuanced discussions, although performance will still depend on context and subject knowledge.
These levels are useful indicators, not rigid hiring rules. A B2 candidate may be well suited to a customer-facing role with predictable conversations, while a role involving complex negotiations may require more advanced proficiency.
2. Use Realistic Work Scenarios
Rather than relying solely on interview questions or self-assessments, give candidates a practical opportunity to demonstrate the skills the job requires.
For Sales and Customer Success: Present a customer enquiry or complaint in the target language and ask the candidate to respond.
For Account Management: Conduct part of the interview in the target language, exploring how the candidate would handle a challenging client situation.
For Technical Roles: Ask the candidate to explain a relevant technical concept in the target language, taking their professional expertise into account.
Keep assessments relevant, proportionate, and consistent across candidates applying for the same role.
3. Assess More Than Grammar and Vocabulary
Effective workplace communication involves more than speaking correctly. Listening, clarity, tone, cultural awareness, and the ability to adapt to different audiences can all influence performance.
For example, a candidate might communicate confidently in informal conversations but need more practice writing formal business emails. Another might have excellent technical vocabulary but struggle to follow fast-paced group discussions.
These are different skills, and identifying the specific strengths and gaps helps employers make better hiring decisions.
4. Consider Professional Language Assessments
If your team doesn't speak the target language, professional assessment services can provide a more structured alternative to an informal five-minute conversation with a multilingual colleague.
Platforms such as Pipplet, Emmersion, and Berlitz offer language assessment services that can help employers evaluate proficiency. Depending on the service, assessments may cover speaking, writing, listening, or other language skills.
Use the results alongside practical exercises and the requirements of the role. A proficiency score can provide valuable evidence, but it shouldn't be treated as a complete measure of someone's ability to perform in a particular business environment.
The Bottom Line
Language proficiency isn't simply a question of whether someone is fluent or not. It's about whether their communication skills match the demands of the role.
By combining recognised proficiency frameworks, realistic work scenarios, and structured assessments, employers can make more informed hiring decisions. The result is a fairer process for candidates and a better chance of finding people who can communicate effectively from day one.