It's even more helpful when recruiting internationally, as the time and administrative costs are higher when hiring a foreign candidate. So, what can you expect in terms of skills evaluation when being recruited for a job overseas?
Language proficiency and intercultural skills tests
When considering a job abroad, language proficiency and cultural adaptation naturally come to mind. Is your language level sufficient for your forthcoming responsibilities? Will your cultural adaptation be smooth?
A "professional" language level is typically defined as C1, based on the Common European Framework of Reference for Languages (CEFR), with C2 indicating near-native proficiency in both speaking and writing. If you're unfamiliar with this system, common tests like TOEIC and IELTS can provide comparable measures. For example, a professional-level TOEIC score is around 935 out of 990.
The required language level often depends on the job type. Recruiters may specify the necessary points or level for a foreign language if it's a prerequisite for the position. Usually, you won't need to take another language test during recruitment; your proficiency will be evident during the oral interview with the recruiter.
Interestingly, intercultural skills aren't always systematically evaluated. While working abroad requires significant attention to a candidate's ability to adapt to new cultures and operate in an international context, such evaluations are less common than personality tests.
Notable tests like Cultural Intelligence (CQ), Intercultural Development Inventory (IDI), and Cross-Cultural Adaptability Inventory (CCAI) measure your ability to navigate intercultural contexts through indicators and specific methodologies, assessing your motivation, behavior, and strategies.
Technical and practical skills evaluation by international recruiters
Certain roles are particularly suited for technical skills evaluation, especially those requiring expertise in specific tools, such as IT and engineering positions. Sales professionals may be assessed on their knowledge of CRM systems, especially if these systems are unique to a company.
Recruiters may also evaluate your specific knowledge in fields like health, finance, and law as applied to the country where you intend to work, ensuring you're up-to-date on relevant regulations.
Practical or "field" tests are also common for some roles. If you're in software development, you might be asked to write code to solve a specific problem. Marketing or graphic design candidates might need to outline steps for creating social media campaigns or produce specific visual materials. Project managers could be tested by requiring them to establish the steps of a project similar to what they would handle in the job.
Consulting firms often use case studies to evaluate a candidate's critical and strategic thinking abilities.
The popularity of soft skills and personality tests
Soft skills and personality tests have been increasingly favored by recruiters over the past few years. Soft skills encompass behavioral competencies like relational intelligence, communication abilities, and conflict resolution skills. These personal qualities, which can also be developed through work experience, include autonomy, analytical thinking, and cooperation.
One common method for assessing soft skills is through scenarios related to the job you're applying for, such as client negotiations or conflict resolution in warranty issues. Your reactions to these scenarios help reveal the soft skills you would employ.
Personality tests, increasingly common, also highlight soft skills. Popular ones include:
- Myers Briggs Type Indicator (MBTI): A psychological assessment tool that categorizes individuals into 16 different personality types based on combinations of four pairs: extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving.
- Big Five: This personality test, developed by Americans, focuses on five dimensions (OCEAN): Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism.
- DISC Model: A personality test that categorizes results into four styles represented by colors: Dominant (D), Influential (I), Steady (S), and Conscientious (C).
You can find free versions of these tests online, though paid versions offer more detailed insights into your personality.
Despite their popularity, recruiters recognize that personality tests are just one of many tools, each with potential biases. Only by combining various tools and methods, alongside thorough interviews, can they accurately determine if a foreign candidate is the ideal fit for a specific position.
