Afni News

How Do Insurance Companies Assess Language Proficiency during Hiring?

November 23, 2023 in

Language proficiency is a critical skill in the highly competitive corporate world. This especially applies to the dynamic realm of the insurance sector, where effective communication with clients, colleagues, and stakeholders is crucial. So, how do insurance companies assess language proficiency during hiring?

The ability to articulate complex concepts, comprehend policies, and negotiate terms hinges on the candidate’s linguistic prowess. Thus, insurance companies use different methods to evaluate the candidate’s language skills and ensure they possess the linguistic finesse required to excel in this field. This post will discuss the criteria for evaluating language skills in insurance roles.

How Do Insurance Companies Assess Language Proficiency during Hiring

Preparing for language proficiency assessment

Before embarking on the hiring process, the insurance companies must establish a framework for assessing candidates’ linguistic abilities. This involves developing clear protocols and selecting appropriate tools for accurate evaluation.

A reliable assessment evaluates how well a job candidate speaks the language in a practical setting. As insurance companies often deal with clients from diverse linguistic backgrounds, employers may consider hiring bilingual candidates.

They may search for candidates with multilingual abilities as they can establish better communication with international clients. This can be accessed with similar methods as those used for a primary language.

This is important as employees need to know how well the candidate can communicate in a specific language before hiring them. So, how do insurance firms gauge language proficiency in the hiring process? Let’s discuss the details.

Job descriptions and language requirements

Crafting precise job descriptions is essential in the hiring process. This is because precise requirements in job postings help the potential candidates understand the linguistic expectations needed for the specific role. Hence, the individuals possessing such necessary skills are encouraged to apply.

Identifying key languages

In a globalized industry, insurance companies often interact with clients with diverse linguistic backgrounds. With this in mind, they identify the critical languages relevant to the company’s clientele. By doing so, employers can prioritize assessments based on the languages that are most frequently encountered.

Defining proficiency levels

Insurance companies should define specific criteria for different proficiency levels for evaluating candidates accurately. Such a framework will serve as a benchmark and a standardized measure against which each candidate can be assessed for language proficiency. Most assessments are based on a globally accepted CEFR standard with six distinct levels of proficiency:

• A1 (beginner or basic level)
• A2 (elementary level)
• B1 (lower intermediate level)
• B2 (upper intermediate level)
• C1 (advanced level)
• C2 (proficiency level)

Setting language standards

To maintain a high standard of communication within the organization, insurance companies may establish language standards. They outline the minimum language proficiency level required for specific job positions.

By setting clear expectations, companies ensure their employees meet the essential linguistic criteria for their roles. It is also important for customers to understand client dialects to achieve a high level of client satisfaction.

Initial screening methods

Resume and application review

The initial screening methods are preliminary assessments used to filter the applicants based on their basic language skills. This stage of the hiring process often involves a thorough review of applicants' resumes, cover letters, and applications.

This step allows the employers to determine the candidate's written and communication skills, grammar, and vocabulary usage. Paying attention to the clarity and coherence of such data can provide valuable insights into the candidate’s language proficiency.

Language proficiency self-assessment

Some companies require applicants to self-assess their language proficiency levels. This means they need to reflect on their skills and describe their skill levels. This can provide an initial indication of their perceived abilities.

Online application language test

The online application language tests are digital assessments designed to evaluate applicants' language skills. They can cover all aspects of language proficiency and give the employer a good idea of the candidate's skills.

Interviews and language proficiency evaluation

Language assessment tests

Many insurance companies incorporate pre-employment language assessment tests during the hiring process. There are a few ways to determine the candidate’s competency in a language. Such tests may cover a range of linguistic skills, including:

• Reading (how well they comprehend verbal and written information)
• Writing (how well they write emails, reports, and other requirements)
• Speaking (how effectively they communicate and express thoughts)
• Listening (how well they can understand spoken language)

Some candidates utilize standardized language proficiency tests like TOEFL or IELTS to assess the candidate's English language capabilities.

Interview process

Interviews are a crucial component during the hiring process, allowing the employers to assess the candidate's language skills, such as fluency and comprehension. It gives the employers a direct opportunity to evaluate the candidate’s spoken language proficiency. The interviews can be in-person, by phone, or on video.

During a job interview, they pay close attention to pronunciation, vocabulary usage, clarity of expression, and overall communication skills. Additionally, candidates may be asked to explain complex insurance concepts in an understandable manner.

Conducting interviews in multiple languages

In multilingual settings, insurance companies may conduct interviews in multiple languages to evaluate the applicant’s proficiency in each relevant language.

Interewer's language proficiency

The proficiency of the interviewer in the relevant language is equally important. It can impact the assessment process, ensuring accurate evaluation of the potential candidates.

Practical language tests

The practical tests involve practical tasks related to the job, such as presenting, writing reports, and handling customer inquiries in a specific language. These tests typically focus on evaluating the applicant's written and communication skills, including grammar, vocabulary, and comprehension abilities.

Each test evaluates different aspects of proficiency, ensuring the candidate meets the requirements for the job. They can vary based on the nature of the position.

Translation and interpretation tasks

Some insurance companies may ask applicants to translate written materials and interpret spoken conversations to demonstrate language skills.

Scenario-based language assessments

In the insurance industry, language proficiency is particularly crucial for roles that involve client-facing interactions and negotiations. To access this, some companies may present potential candidates with role-specific scenarios or case studies. This enables employers to gauge how well candidates can communicate intricate information and handle potential issues that may arise in real-world situations.

Custom interaction simulations

Simulated scenarios that mimic actual client interactions are another tool commonly used by insurance companies to evaluate language proficiency. Candidates may engage in activities that involve interacting with a simulated client. This gives the employees a firsthand look at how the potential candidates handle communication challenges and address the client's concerns.

Reference checks and previous language experience

When employers review a candidate’s past work experience, it can give them an idea of how excessively they used a particular language in a professional setting. It can highlight specific language-related tasks and projects they were involved in. Speaking with former employers can also provide direct feedback on candidates' language abilities.

Official certifications and diplomas also serve as tangible evidence of the candidate’s language proficiency. They are often acquired from standardized tests for assessing the candidate's knowledge of a specific language.

Onboarding and training

During onboarding, the employers may conduct an initial assessment of language skills for the new hires. Based on the initial assessment, a personalized training plan is developed to address specific areas for improvement. This may involve language courses, workshops, and one-on-one coaching.

Ongoing assessment is essential for monitoring progress and identifying areas that need further development and enhancing proficiency over time.

Legal and ethical considerations

Equal employment opportunity laws

The equal employment opportunity laws are a set of federal and state laws. They prohibit discrimination in employment based on various factors such as race, color, sex, age, religion, disability, etc. These laws ensure all individuals have an equal employment opportunity and are treated fairly in the workplace.

Avoiding discrimination in language proficiency assessment

When it comes to language proficiency tests in hiring, it’s important for employers to choose assessments that are job-relevant. This way, they can avoid unintentionally excluding qualified candidates due to language barriers. It’s all about ensuring fairness and giving everyone a fair chance to showcase their skills.

They should promote diversity and inclusion. Insurance companies should create a work environment where individuals from various backgrounds, ethnicities, genders, religions, ages, and abilities will be valued, included, and respected.

Tools and Technologies for Assessment

Insurance companies may utilize software designed to assess an individual’s language proficiency. They are used to evaluate candidates' language skills, especially in multicultural and global work environments.

Some insurance companies employ external organizations or individuals who specialize in conducting language proficiency assessments. They may provide standardized tests, evaluation services, and certification tests and ensure an unbiased and reliable language assessment.

They may also use digital tools and platforms designed to help candidates improve their language skills. These include interactive methods, multimedia resources, and gamification techniques.

Challenges and Potential Biases

Companies may run into different challenges during the hiring process.

One of the challenges may be over-reliance on language proficiency. This refers to the potential issue of placing too much emphasis on language skills when assessing the candidate’s abilities. It may overlook other valuable skills or attributes that are significant for a particular role.

Among the challenges may be assessing multilingual proficiency. This involves evaluating a person’s ability to communicate effectively in multiple languages. This can be challenging as different languages have unique complexities.

Addressing potential biases in assessment

Addressing potential biases involves implementing strategies to minimize or eliminate biases during the assessment process. This could include using standardized language tests, training assessors, and alternative evaluation methods. The assessment must be well-designed. Otherwise, it may impact the employer’s ability to select the right candidate.

Finding the Best Insurance Jobs With Afni

Evaluating language proficiency is a crucial aspect of the hiring process for insurance companies, but how do insurance companies assess language proficiency during hiring?

At Afni, we gain an understanding of the candidate's language skills through a combination of approaches, including tests, interviews, and role-specific scenarios. We ensure the chosen candidate possesses the technical expertise and linguistic proficiency and is well-equipped to work in a dynamic environment. After understanding the approaches employers have for insurance positions, applicants can find flexible job opportunities at Afni. Our business process outsourcing company provides flexible and diverse onsite and remote job listings, helping candidates find their ideal job position and advance in their careers.

About the Author

Samantha is the Recruitment Marketing Manager for Afni and brings a wealth of knowledge and tips for job seekers. She holds a bachelor's degree in public relations and marketing from Mount Saint Vincent University as well as a masters degree in digital marketing and advertising from Liberty University.