The Do’s & Dont’s of Evaluating Language Competency When Hiring

Many 21st century jobs require individuals who have specific skill sets or competencies which can be proven with certifications, ratings, or official measurements. Rarely would it be enough to trust a job candidate to evaluate his or her own abilities as a computer programmer who claims to be proficient in a specific programming language. Nor would it be acceptable to have a current employee ask a few questions to find out if a candidate can handle a complicated, technical, and demanding job.

Likewise, when determining whether or not someone has the foreign language proficiency specifically required for a position, there are certain Do’s and Don’ts that can help guide the process for hiring managers and human resources professionals.
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Lisa March is a bilingual Marketing and Sales Executive. She works closely with LTI on strategic partnerships, business development and marketing. Her efforts help LTI scale the use and implementation of language assessments in schools, institutions, corporations and government agencies.