Your Hiring Team’s Guide to English Language Proficiency Tests

I’m sure you’d want your employee to greet a client with a professional and polite “Hi. Good morning. How are you?” rather than casual Gen-Z lingo “Hey yo, wazzup dogg?” 

Here’s the mistake most remote hiring teams still make: They treat English language proficiency as a bonus trait. Something nice to have if the candidate comes with it. If hiring without testing, you’re flying blind!

In 2025, language proficiency is non-negotiable, especially for remote teams, customer-facing roles, and global organizations. Communication is the product. It drives velocity, closes deals, and prevents thousand-dollar misunderstandings.

What Is English Language Proficiency?

English Language Proficiency means being able to understand, speak, read, and write English effectively in a professional setting. 

For hiring teams, it answers one critical question: Can this candidate perform seamlessly in the language your team and customers use daily?

Why Do Hiring Managers Skip English Proficiency Testing?

Over the years, language proficiency testing has taken a backseat. Although talent acquisition teams request it, hiring managers tend to ignore it. After speaking to 300+ companies, here are the top objections to such tests listed by hiring managers:

• “They sound fine on Zoom.” 
• “They’ll improve later.”
• “Tech skills matter more.” 

But let’s be honest, interviews are rehearsed. Language usage at the workplace includes more than just speaking; it involves reading, listening, writing, and speaking. Language development takes at least 6-12 months. But importantly, miscommunication compounds. It slows delivery, causes errors, and breaks trust.

Types of English Language Proficiency Tests

Not all tests are created equal. Different tests have different frameworks and science behind them. Choose one that aligns with your hiring goal:

Versant by Pearson

15-minute tests with real-time voice interaction. Great for roles involving speaking, chatting, and listening under pressure. Costs $15-$40 per attempt.

IELTS and TOEFL General Training

Academically focused (for university admission) Recognized globally; evaluates reading, writing, listening, and speaking. Costs $205-$300 per attempt.

Duolingo English Test

1-hour test that checks comprehension, literacy, production, and conversation. Costs $59 per attempt.

Xobin English Proficiency Test

Purpose-built for hiring teams. Aligned with CEFR and IELTS, customizable, and supports LSRW + SVAR for voice and accent detection. Costs $1.5-3 per attempt.

How to Benchmark English Language Skills of an Individual?

When it comes to assessing English language skills accurately, guesswork doesn’t cut it. Thankfully, there’s a scientifically recognized framework used across industries and borders. The Common European Framework of Reference (CEFR) objectively grades language proficiency worldwide.

CEFR provides a standardized scale to evaluate how well an individual can understand, speak, read, and write in English. It helps hiring teams align candidates’ language abilities with job-specific communication needs.

Here’s a detailed breakdown of each CEFR level:

A1 (Beginner)

Basic understanding of everyday language.

• Can introduce themselves and use common phrases.
• Can ask and answer simple questions about personal details (e.g., name, age, nationality).

Use Case: Suitable for entry-level roles with minimal communication needs.

A2 (Elementary)

Grasps frequently used expressions in familiar contexts.

• Can understand routine tasks related to personal and family info, shopping, and jobs.
• Can communicate in simple, direct exchanges.

Use Case: Ideal for basic support or non-client-facing positions.

B1 (Intermediate)

Can manage most travel and work situations independently.

• Can produce simple connected text on familiar topics.
• Can describe events and experiences and briefly explain opinions.

Evaluate it using English (Intermediate/B1) Online Test.

Use Case: Fits roles requiring moderate communication, such as data entry or junior analysts.

B2 (Upper Intermediate)

Comfortable with professional and technical language.

• Understands main ideas in complex documents and discussions.
• Can interact with native speakers fluently and spontaneously.
• Writes detailed, structured content across various subjects.

Evaluate it using English (Upper Intermediate/B2) Online Test.

Use Case: Perfect for backend developers, HR professionals, and technical writers.

C1 (Advanced)

Near-native fluency across professional and social settings.

• Can express ideas fluently and flexibly without hesitation.
• Understands implicit meaning and can adapt language style appropriately.

Evaluate it using English (Proficient/C1) Online Test.

Use Case: Critical for marketing roles, product managers, and cross-functional leaders.

C2 (Proficient)

Mastery-level communication, both spoken and written.

• Can understand virtually everything read or heard.
• Can convey ideas precisely, even in complex or abstract discussions.
• Handles nuanced communication effortlessly.

Evaluate it using English (Proficient/C2) Online Test.

Use Case: Essential for legal, compliance, and client-facing leadership roles. 

Pro Tip: B2 is enough for 80% of roles. C1+ is crucial for client-facing or leadership roles.

How to Implement English Language Testing in Your Hiring Process (Without Slowing Things Down)

Language proficiency isn’t something you “figure out” halfway through onboarding. If you wait until a team member freezes on a client call or sends a confusing email to a stakeholder, you’re already late.

Here’s how to do it right without overcomplicating your hiring funnel.

Step 1: Define Language Requirements by Job Role

Don’t set a generic “must be fluent in English” on the JD.

Instead, map specific CEFR levels (A1-C2) to the communication needs of the role: Be deliberate. What does success in this role really require?

Don’t default to “fluent.” Instead, match CEFR levels to actual job tasks:

Here’s how CEFR levels map to real-world roles:

Role	CEFR Level	Why it Matters
Customer Support	B2 to C2	Requires clear, empathetic real-time communication.
Backend Developer	B2	Needs strong reading and documentation writing.
Sales (International)	C2	High persuasion, objection handling, live rapport.
Legal & Compliance	C2	Precision and nuance in documentation.
Marketing & Content	C1 to C2	Brand voice, writing fluency, and tone control.
Data Analyst	B1 to C1	Reading data briefs, writing reports.
HR and Operations	B2	Quick, accurate written English.
Product Managers	C1	Needs to communicate across teams and stakeholders.

Step 2: Insert Testing at the Right Stage

Timing matters. Test before the technical round, not after.

Here’s the optimal sequence:

1. Application & Resume Review
2. English Proficiency Test
3. Role-specific Technical Assessment
4. Cultural Fit / Final Interview

Why so early? Because 30 to 40% of candidates will fall short on communication. It’s better to find that out now than after three rounds and six hours of interviews.

Step 3: Choose the Right Testing Tool

Avoid vague “English-speaking” calls. Use standardized, skill-aligned tests like

• Xobin English Proficiency Test (CEFR-aligned, customizable by role)
• IELTS/TOEFL for verified certification (C1/C2 roles)
• Versant by Pearson for voice-based roles and speech fluency
• SVAR (Speech, Voice, and Accent Recognition) for support or international teams

Make sure the test evaluates LSRW (Listening, Speaking, Reading, Writing) and not just grammar.

Step 4: Simulate Real Work

Go beyond standard tests. Add scenario-based tasks that reflect actual communication needs:

• Marketing: “Write a launch email for Product X.”
  Support: “Respond to an angry customer over chat.”
• Developer: “Explain your solution in writing to a non-technical manager.”
• Sales: “Record a 90-second pitch for Product Y.”

This is where you separate conversational fluency from workplace readiness.

Step 5: Set Benchmarks and Document the Process

Decide in advance:

• What is the minimum CEFR score you’ll accept for each role?
• Will you allow retakes or second chances?
• Who will review the results? Recruiter or hiring manager?

Standardize this. Make it part of your hiring playbook.

Eliminate Communication Gaps Before the First Interview!

Don’t let your next hire become a communication liability. Language fluency isn’t about being picky. It’s about protecting your team, your clients, and your culture.

With Xobin’s CEFR-based English Proficiency Test, your hiring team gets:

• Early, reliable signals before interviews
• Role-specific benchmarks to hire the right fit
• Realistic scenario tests that ensure workplace readiness

Test early. Hire smarter. Build stronger teams. Book a personalized demo now and see how Xobin helps you hire with clarity and confidence.