Pre-Employment Testing for Bilingual Employees

Types of Tests

Ask the employer about the type of test you will be given -- content, format and timing. Some employers use their own pre-employment testing service. For example, the Department of Social and Health Services in Washington designed a comprehensive language testing and certification program to address legal commitments and complaints of poor-quality interpreter services in their organization. DSHS provides an examination manual to candidates on their website to help test-takers prepare. Other employers may use a standardized test or send you to a third-party or professional testing center. Do your best to familiarize yourself with the test and testing format beforehand.

Preparing for a Test

While you can brush up on your language skills before the test, you aren’t going to learn a new vocabulary overnight. The purpose of the pre-employment test is to verify that you have the proficiency level the employer needs or is willing to pay extra for. This is a skill you should possess before you apply for the job. The U.S. Border Patrol requires pre-employment language testing and tells candidates they will do best on the test if they are calm and relaxed, according to their preparation manual. They also recommend that test-takers read all directions and questions fully, and answer easier questions first. DSHS suggests test-takers arrive early on test day, keep a positive attitude, budget test time wisely, concentrate on one question at a time and avoid distractions from questions or words you don’t know.

Bilingual Differential

The International Public Management Association for Human Resources, based on a review of bilingual pay policies nationwide, suggests that bilingual employees should receive more pay than monolingual employees. Ryan Lowry of the IPMA-HR writes that bilingual employees are “an extremely valuable asset” and this skill “merits economic rewards.” The IPMA recommends that bilingual proficiency testing occur before a pay differential is approved and that the pay differential can be used as a recruiting tool. The actual pay differential employees receive varies between employers, but is generally in the range of 5 to 20 percent when the skill is required for the job.

Safety Issues

Bilingual employees who do not fully understand the language in the workplace, may be at risk for safety issues. Miscommunication or misunderstanding can lead to accidents, loss of productivity or injuries. Pre-employment testing may be used by employers to ensure that an employee has proficient language skills for the work environment, or to recognize the need for additional training or translation. Pre-employment testing may be used to evaluate a new employee's language level so the employer can adapt communication and programs accordingly.