Airlines play a crucial role in today’s globalised world. Being able to travel the length and breadth of the planet in a few hours has made air traffic and tourism increase worldwide. Airlines’ human resources teams have witnessed an increase in the demand of all aircrew personnel, which include pilots, flight officers, flight and ground attendants, pursers, etc. However, this increase in demand has gone hand in hand with an increase in the demands towards airline candidates and employees, who are required to have good command of a foreign language.
Airlines are aware that, if their employees are able to speak a foreign language in addition to their mother tongue, it will be useful in many ways, like offering clients a more personalised service. Ensuring that aircrew members have a good level of languages will translate into international clients having a good experience with the company. Besides, offering a multilingual service makes airlines stand out from rival companies whose staff only speak one language.
But, what are the main methods of assessing language level in recruitment processes? 28% of companies conduct language assessments - internally or externally -, 39% content themselves with holding an informal conversation in the required language during the interview and 27% trust the veracity of the diplomas and certifications mentioned on CVs.
Defining language skills: the aim of airlines
The crew’s language skills are the cornerstone of the airlines’ strategy. The goal is to define these skills and, for this purpose, we must analyse the following points:
1. Expected level
Establishing the required language level for each position, differentiating between pilots, flight officers, flight and ground attendants, pursers, etc.
2. Skills mapping
Assessing airline employees’ current skills level, comparing it to the desired target level and analysing the difference.
3. Skills-based hiring
Hiring internally and externally to avoid having a skills deficit.
4. Boosting skills
5. Certification and ROI
Confirming that the target level has been reached through training courses. It’s very important to verify that the investments made to improve employees’ language skills have actually helped them boost their level.
Language assessments: what for?
Language assessments are used in recruitment processes to certify the candidates’ level of foreign languages. Meanwhile, in internal training courses language tests are used to make a language skills mapping, in order to ensure the return on investment in training and to certify the level of foreign languages of the employees that will enrol in training courses for positions of administration, leadership...
What are EASYSPEAKING language tests?
EASYSPEAKING helps to digitally assess language level. No chance of cheating: candidates’ real identity is guaranteed thanks to video technology.
Recruiters have a platform at their service to invite candidates, supervise exams and receive results within 48h.
The experience is maximised for the candidate, thanks to a distance assessment of a maximum duration of 20-30 minutes.
The exams are designed as video assessments and are marked by native-language professionals, certified according to the CEFR level.