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.
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.
The TLU domain is the real-world context in which the language will be used. For workplace tests, this might include:
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.
Using a test with the wrong construct or irrelevant TLU domain can lead to:
In contrast, a well-matched test gives everyone a fair shot and provides you with useful insights to support hiring, onboarding, and development.
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.
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.
Use this checklist when selecting a test for recruitment or development:
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.
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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