Language assessment tests for hiring
Choose from 17 intermediate, 12-minute, multiple-choice language tests, with CEFR-aligned estimates for workplace reading, listening, grammar and vocabulary.
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HireValid’s 17 language tests are 12-minute, multiple-choice assessments for roles that use a specific language at work. They measure workplace language skills such as reading, grammar and vocabulary, with listening in every test except English. Each provides a CEFR-aligned estimate, a signal for employer review rather than a formal qualification.
17 test
Arabic Proficiency
12 dakika · 20 soru · Intermediate
Multiple choice
See the testBrazilian Portuguese Proficiency
12 dakika · 20 soru · Intermediate
Multiple choice
See the testDutch Proficiency
12 dakika · 20 soru · Intermediate
Multiple choice
See the testEuropean Portuguese Proficiency
12 dakika · 20 soru · Intermediate
Multiple choice
See the testFrench Proficiency
12 dakika · 20 soru · Intermediate
Multiple choice
See the testGerman Proficiency
12 dakika · 20 soru · Intermediate
Multiple choice
See the testHindi Proficiency
12 dakika · 20 soru · Intermediate
Multiple choice
See the testItalian Proficiency
12 dakika · 20 soru · Intermediate
Multiple choice
See the testİngilizce Yeterliliği
12 dakika · 24 soru · Intermediate
Multiple choice
See the testJapanese Proficiency
12 dakika · 20 soru · Intermediate
Multiple choice
See the testKorean Proficiency
12 dakika · 20 soru · Intermediate
Multiple choice
See the testMandarin Chinese Proficiency
12 dakika · 20 soru · Intermediate
Multiple choice
See the testNorwegian Proficiency
12 dakika · 20 soru · Intermediate
Multiple choice
See the testPolish Proficiency
12 dakika · 20 soru · Intermediate
Multiple choice
See the testRussian Proficiency
12 dakika · 20 soru · Intermediate
Multiple choice
See the testSpanish Proficiency
12 dakika · 20 soru · Intermediate
Multiple choice
See the testSwedish Proficiency
12 dakika · 20 soru · Intermediate
Multiple choice
See the testWhat the language tests measure
Each of the 17 tests is labeled Intermediate, takes 12 minutes and uses multiple-choice questions. Tests assess workplace language, but the skills vary by language. The English Proficiency test measures reading, grammar and vocabulary. The French Proficiency test also includes listening. Other tests include sentence building or sentence construction, such as Japanese Proficiency and Polish Proficiency.
All tests provide a CEFR-aligned estimate. Treat that result as evidence to review alongside the role’s language needs, not as a formal qualification or a decision on its own. The tests do not all assess the same skills: English, for example, does not test listening, while every other language test does. Check the measures listed for the language you need before choosing.
Choose a test for the language and role
Start with the language candidates must use in the job, then match the test to the tasks. The English Proficiency test suits roles using written English, including administration, operations and office work. For customer support or sales that use another language, consider the relevant test, such as Spanish Proficiency or German Proficiency. The Brazilian Portuguese Proficiency test is for routine workplace communication with Brazilian colleagues or customers.
Some tests distinguish language varieties or the level of precision a role needs. Choose European Portuguese Proficiency for Portuguese as spoken and written in Portugal, rather than the Brazilian Portuguese test. For advanced, precise Arabic in editing, writing or content roles, see Arabic Proficiency. It also suits customer support, sales, hospitality and travel roles that need everyday workplace Arabic. Compare what the test measures with the actual tasks; do not require a higher language level than the job needs.
Combine language evidence with other hiring evidence
Use a language result to understand a candidate’s ability in the language tested, not as a stand-in for every skill in the role. For a job that relies on written communication, pair a relevant language assessment with a realistic writing task. If speaking matters, use a structured interview or role play with the same scenario and criteria for each candidate. These methods cover different evidence than a multiple-choice language test.
Choose assessments for separate job requirements rather than adding tests without a clear purpose. For example, a customer-facing role may need a language test for the language used with customers, plus a task that reflects another important duty. Review each result in context and alongside the candidate’s other evidence. A language score is a signal for a person to review, not a pass mark, cut-off or ranking that decides who moves forward.
Keep language testing fair
The tests use workplace situations and standard language forms, while avoiding many sources of irrelevant difficulty. For example, Dutch Proficiency avoids regional words and local references, and Spanish Proficiency avoids regional slang and points where usage differs between Spain and Latin America. The Mandarin Chinese Proficiency test uses simplified characters, so tell candidates this before they begin if they may read only traditional characters.
Listening tests need sound. Check the specific test’s playback conditions: recordings may play once or up to twice, depending on the language. Tell candidates when audio is required and allow them to use a quiet room or headphones where appropriate. Offer accommodations to candidates who need them. Set the required language level from the job’s real tasks, use the same assessment conditions for candidates, and review results as evidence rather than a verdict. See Fairness and accommodations for more guidance.
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Which language tests include listening, and do candidates need sound?+
Every language test except English Proficiency includes listening, so candidates need sound on their device. Recordings are spoken clearly, and depending on the language each one plays once or up to twice. Tell candidates before they start, and suggest headphones or a quiet room.
How should I choose among the language tests?+
Choose the language and variety the role uses, then check that test’s measures against the work. For example, select European Portuguese for work using the Portugal variety, and Brazilian Portuguese for routine communication with Brazilian colleagues or customers. Keep the required level tied to the job tasks.
Is the English Proficiency test in US or British English?+
It uses standard US English in workplace situations and avoids idioms, slang, local references and points where varieties of English disagree. It covers reading, grammar and vocabulary in 24 questions, with no listening, so it suits roles that use written English at work.
What does a CEFR-aligned estimate from a language test mean?+
It is an estimate aligned with the Common European Framework of Reference for Languages. It offers a shared way to discuss language level, but the short test result is not a formal qualification. Consider it alongside the tasks and language level the role actually requires.
Can the language tests assess speaking or writing?+
No. Every language test states that speaking is not tested, and none includes free writing. Some measure sentence building or sentence composition, which is still answered by choosing options. For roles that depend on speaking or written output, add a realistic writing task or a structured interview.
How can employers keep language testing fair?+
Test only the language level the role needs, tell candidates about audio or script requirements in advance, and offer appropriate accommodations. Use the same assessment conditions for candidates and review scores as one source of evidence, not as a decision on their own.
Build an assessment from these tests
Pick the tests for your role, invite candidates and compare their results.