Multilingual approaches to English language teaching
Multilingual approaches to English language teaching: what does this mean for assessment? In today’s classrooms and workplaces, English often acts as a bridge; a common language that connect...
Getting the right fit: Matching language tests to real-world communication needs
Guidelines for recruiters and people managers
When selecting an English language test for recruitment or project and programme assignments, it’s easy to focus on scores, price, or brand recognition. But one crucial factor is often overlooked: Does the test actually measure the kind of language the person will need to use in the job? This is where two key ideas come into play: test constructs and target language use (TLU) domains.
What is a test construct?
Think of the test construct as the invisible skill being measured. It’s a description of what the test is trying to assess — for example, the ability to write professional emails, or the ability to understand spoken instructions during a team meeting. Good tests are built to measure a clearly defined construct that matches the real-world skills people need. While tests of general English proficiency will offer some insight into broad communication ability, the score might not necessarily apply to your specific work environment. As a recruiter, one decision to make is whether general English language ability gives you enough information to select a new employee, or whether the particular job requires a measurement of a more specific construct.
What are Target Language Use domains?
The TLU domain is the real-world context in which the language will be used. For workplace tests, this might include:
- Participating in meetings.
- Writing reports or emails.
- Giving presentations.
- Interacting with clients or customers.
When tests are designed with these domains in mind, their tasks feel familiar to the candidate and relevant to the role — making results more meaningful for recruiters and project and programme leads.
Why does this matter?
Using a test with the wrong construct or irrelevant TLU domain can lead to:
- Poor hiring decisions: Candidates may pass a general test but struggle in actual workplace communication.
- Wasted training resources: Language support may not target the right areas.
- Inequity: Some candidates may be unfairly advantaged or disadvantaged based on the mismatch between the test and job requirements.
In contrast, a well-matched test gives everyone a fair shot and provides you with useful insights to support hiring, onboarding, and development.
Scenario 1 – The Mismatched Test
A multinational hotel in Bangkok uses a grammar-heavy multiple-choice test during recruitment. A candidate scores well and is hired for a front desk role. Within the first week, managers realise the employee struggles with live guest check-ins and resolving complaints in real time. The test measured grammar accuracy but not the listening and speaking skills central to the job’s TLU domain.
Scenario 2 – The Right Fit
A logistics company in Nairobi recruits warehouse supervisors who must handle shift briefings, radio updates, and safety incident reports. The recruitment team selects a workplace communication test that includes short role-play briefings and report-writing tasks. New hires not only perform well in training but also integrate quickly into their teams because the assessment measured exactly the skills they need on the job.
Checklist: Choosing the Right Language Test for Workplace Needs
Use this checklist when selecting a test for recruitment or development:
- What language tasks will the employee need to complete? (e.g., emailing, phone calls, negotiations.)
- Will a test of general English proficiency provide adequate information? (Understand the needs of the role — what communication skills are required?)
- Does the test measure those specific skills? (Check the test construct — what is being assessed?)
- Are the test tasks realistic and relevant to workplace contexts? (Look for tasks based on real-world workplace scenarios.)
- Is the test level appropriate for the role? (Too easy or too difficult can skew results.)
- Does the test offer useful reporting or feedback? (This supports decision-making and development planning.)
- Has the test been designed with input from workplace or industry experts? (This adds credibility and relevance.)
When in doubt, ask the test provider to explain what construct the test measures, and what TLU domains it covers. The more closely aligned the test is with your real-world needs, the more valuable it becomes — not just as a gatekeeper, but as a tool for building stronger, more capable teams.
Next steps:
Take 15 minutes this week to map the main communication tasks for a key role in your organisation — whether that’s answering customer calls in Manila, leading safety briefings in Dubai, or presenting project updates in São Paulo. Then, use the checklist above to check whether your current test actually measures those skills in realistic contexts. A small adjustment now can save costly recruitment mistakes later and help you build a team that communicates with confidence from day one.
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