Why test language proficiency?
When aspects of a resume lead us to believe that English is an applicant’s second language or when we hear an accent we immediately begin to make associations. Whether consciously or unconsciously, we draw connections to popular cultural references, to others that we know or that we have come into contact with. Sometimes this may cause us to positively view a candidate and perhaps bias us to filter them in, while other times this may create negative connections that bias us to filter the candidate out. The only way to objectively inform screening decisions is to:
- Recognize that typos or grammatical errors do not mean that a person can’t communicate effectively
- Recognize that unfamiliar accents are often difficult to understand initially, and that familiarity will increase understanding
- Determine the level of language proficiency that is necessary for the role. Tip – Essential skill qualifications include essential levels for reading, writing, oral communication and document use. Use the Human Resources & Skills Development Canada: Essential Skills Profiles to help determine appropriate language levels
- Obtain a language proficiency score when required
Decoding Language Proficiency Scores
The following provide quick links to support you to “decode” some of the common language proficiency scores you may encounter on resumes:
- International English Language Testing System (IELTS)
- Test of English for International Communication (TOEIC)
- Centre for Canadian Language Benchmarks (CCLB) – Relating Canadian Language Benchmarks to Essential Skills: A Comparative Framework
Hiring a Nurse? There’s a specific assessment…
Canadian English Language Benchmarking Assessment for Nurses (CELBAN)
Overcoming Common Challenges
CHALLENGE: When is it necessary for me to further investigate language proficiency?
If a language proficiency score, or completion of a credentialed English language program, is included on the resume you can proceed by comparing the language proficiency indicated with the language requirements determined for the role.
If the resume does not indicate language proficiency, or provides a generalized statement regarding language proficiency that is not associated with formal language training and / or testing (e.g., conversationally fluent in English), you may wish to further investigate language proficiency prior to deciding how to proceed. As is good practice when working from a resume, it is important to verify all of the details that you are using to make a decision.
Only move to further investigate language proficiency if the candidate is otherwise qualified for the role and being considered for further screening. Typically, organizations only contact those candidates who will move forward in the screening process; however, if your organization contacts all candidates you may wish to include specific feedback to the candidate.
Suggested Language –Thank you for applying for our job opening. Your qualifications did not meet the minimum posting requirements for the role. We wish you luck in your ongoing job search. Would you be open to some feedback about your resume?
If the response is yes – Many job opportunities require a certain level of English proficiency and potential employers will look for this on a resume, or request it if it is not available. As someone who is new to the Canadian job market, you may wish to be proactive and add a language proficiency score to your resume to reinforce your readiness to enter the job market and provide potential employers with an objective assessment of your language skills. The International English Language Testing system (IELTS) and Test of English for International Communication (TOEIC) are scores that employers commonly see. You may already have the score and just need to add it. Information about both language proficiency tests can be found online and there are fees involved. The websites will have the most current information.
CHALLENGE: A language score is not provided on the New Canadian’s resume, what do I do?
If an objective assessment of language proficiency is not indicated on the resume, but the candidate otherwise meets the criteria to proceed to the next stage of the hiring process, you can proceed with one or both of the following options:
- A phone screening is commonly done to narrow a large pool of potentially qualified candidates down to a smaller number for in-person interviews, and clarify any gaps or confusions from the resume. If phone interviews will be conducted with all potentially qualified candidates, use the same interview structure for all candidates. Remember that it often takes several minutes to become accustomed to an unfamiliar accent. Reflect on the call and use the information from this call to inform how you will proceed. This may involve requesting a formal assessment and / or proceed without a formal assessment due to the proficiency. If the latter, ensure that the interview process includes questions and / or assessments (e.g., mini simulations of realistic job duties) that provide an indication of language proficiency at the level required.
- If you will not be conducting phone screening interviews with all candidates or if you do not have a clear indication that the candidate meets the minimum language requirements from the screening call, then you can follow up with the candidate directly to request a formal assessment of language proficiency so that you can objectively make decisions regarding this job requirement.
Suggested Language – Hello Name, Thank you for submitting your resume in response to our job posting. We are interested in the experience and skills that you have outlined and would potentially like to consider you as a candidate for an interview. A certain level of English proficiency is a requirement of this role. In order to make sure that we objectively assess the candidates that are new to the Canadian job market we ask that they provide an English proficiency score. Do you have a score that you can provide to us? If not, would you be open to completing the (language proficiency test of your choice).
Provide details regarding your payment policy…See below challenge: Who pays for the language assessment if one is requested?
CHALLENGE: The resume indicates a language score or language training program that I am not familiar with, how do I proceed?
1. Do an Internet search to locate the language test or training program that is referenced.
2. Contact the organization identified and request details regarding:
- Language Test – the test structure, scoring process (validity / reliability), scoring structure, and their clients (e.g., who takes the test / pays for tests)
- Language Program / Course – the curriculum, instructor qualifications, minimum passing requirements, and their clients
If you are skeptical regarding the quality of the testing / programming, you may wish to review the options outlined below: A language score is not provided on the New Canadian’s resume, what do I do?
CHALLENGE: Who pays for the language assessment if one is requested?
Who pays for a language assessment is at the discretion of the employer. Here are three suggested ways to proceed if you are requesting that a candidate
Suggested Language – Hello (Name), Thank you for submitting your resume in response to our job posting. We are interested in the experience and skills that you have outlined and would potentially like to consider you as a candidate for an interview. A certain level of English proficiency is a requirement of this role. In order to make sure that we objectively assess our candidates that are new to the Canadian job market we ask that they provide an English proficiency score. Do you have a score that you can provide to us? If not, would you be open to completing the (language proficiency test of your choice).
Provide details regarding your payment policy…
Candidate Pays – We ask that candidates demonstrate minimum requirements prior to being able to move forward to the interview process, which is a common practice in this market. The cost of this assessment is (provide the cost of the language proficiency test of your choice) and your results are your own. You can use your results on all future resumes should you not be selected for this position. Can we send you a website with more information about the assessment?
Employer Pays – As we mentioned, we are certainly interested in your potential as a candidate and we would be happy to cover the cost of this assessment in order to ensure that we have an objective assessment process. You can use your results on all future resumes should you not be selected for this position. Can we send you a website with more information about the assessment?
Employer Pays if the Candidate is Hired – We ask that candidates demonstrate minimum requirements prior to being able to move forward to the interview process, which is a common practice in this market. The cost of this assessment is (provide the cost of the language proficiency test of your choice) and your results are your own. If you are selected for the role, we will be happy to reimburse the cost of the test, and you can use your results on all future resumes should you not be selected for this position. Can we send you a website with more information about the assessment?
CHALLENGE: According to Employment Standards, you can’t charge a candidate to apply for a job. Is asking a candidate to pay for an assessment different?
Yes, asking a candidate to pay for an assessment of a job requirement, such as language proficiency, is different. You are not asking a candidate to pay to apply for a position at your organization, you are asking them to pay a third party provider for an objective assessment of the job requirement. It is up to the candidate to demonstrate to the organization that they possess this requirement. To ensure that there is no confusion, always provide the candidate with a choice and have them pay the third party directly.
CHALLENGE: I don’t know what to look for in a language score for someone at this level of the organization (e.g., exec, professional, trades, or administrative)?
When you created the job description and job posting, the language requirements for the role should have been clarified and your candidates should be measured against these requirements. In reality, sometimes when a job needs to be filled quickly and some of these requirements are not taken into consideration until after a job is posted. In these situations:
- For general roles, you can examine the role requirements against levels 1 through 10 of the Canadian Language Benchmarks (or the scoring structure of your language proficiency test of choice) to establish a minimum level of language proficiency
- For specific roles Human Resources & Skills Development Canada: Essential Skills Profiles provides profiles of hundreds of roles, from Bookkeepers to Carpenters to Dentists, and the essential skills (including language) required to perform the roles.