How to check language proficiency in a recruitment process?

Checking English is part of hiring for many roles: client-facing work, international teams, written reports, presentations. Done well, it tells you whether a candidate can do the communication the job needs. Done badly, it rests on a few minutes of small talk in an interview. This guide sets out a step-by-step process, from defining the level to verifying a certificate.

Why check language proficiency at all

Language proficiency is more than fluency. It covers grammar, vocabulary, pronunciation, and the ability to adjust to different situations and readers. It comes up most in roles that involve customer service or client-facing work, cross-border or remote teams, and business writing, reports or presentations.

Checking early avoids two costly outcomes: hiring someone who cannot do the communication the job needs, and rejecting someone because of a nervous five-minute conversation.

Step 1: define the level the role needs

Use the CEFR as your reference. It groups its six levels into three bands:

The CEFR global scale describes a B2 user as able to interact "with a degree of fluency and spontaneity" and to produce clear, detailed text on a wide range of subjects. A C1 user can use language "flexibly and effectively for social, academic and professional purposes". A client-facing role often sits at B2; a role with complex negotiation or demanding writing may need C1.

If the job leans on one skill, say so. A phone support role needs speaking and listening more than writing; a documentation role the reverse. For what each level means in practice, see our guide to the English levels.

Step 2: write the requirement into the job description

Replace "good English" with a level and, where it matters, a skill: "English: CEFR B2 or above, especially speaking." This tells applicants what you expect and gives you one threshold to apply to everyone.

Step 3: decide when to test and when to interview

Tests and interviews answer different questions, so use each at the right stage.

Test everyone against the threshold first, then interview the shortlist.

Step 4: screen with a standardised test

A standardised test applies the same criteria to every applicant and reports a level you can compare. Tests differ in what they cover, so check that the skills tested match the skills the role needs.

The International English Test English level test has multiple-choice questions on grammar, vocabulary, reading and listening, marked against a key. Speaking is a separate test: the speaking test records the candidate's answers, which AI language models score on fluency, coherence, grammar, vocabulary and pronunciation. For running tests across a team, see English assessment tests for companies.

Step 5: interview in English, using the job's own situations

Run part of the interview in English and base it on real tasks:

• ask a sales candidate to present a product
• ask a support candidate to handle a mock customer complaint
• ask a manager to explain a decision to a team

Listen for whether they understand the questions, answer clearly, and recover when they do not know a word.

Step 6: check writing with a job task

For roles with written communication, give a short task from the job, such as replying to a customer email or summarising a report. Look at three things:

• Task: did they do what was asked?
• Organisation: is the text clear and easy to follow?
• Accuracy: are grammar and vocabulary accurate enough for the reader?

Use the same task and the same checklist for every candidate, so the comparison is fair.

Step 7: verify any certificate with the issuer

A certificate is only evidence if you can check it with the organisation that issued it. A PDF or a screenshot can be edited.

• IELTS offers organisations the IELTS Results Service, where a Test Report Form number lets you look up a result (IELTS, verifying results).
• TOEFL iBT score reports are sent by ETS directly to the institutions the candidate chooses (ETS, understand your scores).
• International English Test certificates have a verification code and a QR code. Entering the code or scanning the QR code opens a verification page on our site that shows the holder's name, CEFR level, overall score, issue date and validity. Compare it with the certificate you were sent. More on what the certificate contains is on the English certificate page.

Step 8: give feedback

If a candidate's English is close to the level but not there yet, tell them which skill fell short. It helps them, and it helps your employer reputation.

Key points

• Set a CEFR level for the role, per skill if the job leans on one.
• Test all applicants early against that level; interview the shortlist in English with real job situations.
• Use the same writing task and checklist for every candidate.
• Verify certificates with the issuer: IELTS Results Service, ETS score reports, or the International English Test verification page.