Global

Markets,
Global
Standards
Empowering Business Growth
Through Standardized Testing

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As globalization gathers pace and technology enables
communication between anyone, anywhere, a common
language is more important than ever.
These new connections bring new
opportunities for your business, enabling
you to connect with an expanded network
of customers, suppliers and partners. But
to truly engage with this new world of
possibilities, you need an organization that
can communicate effectively in English.
English is the language of business
and widespread proficiency has a large
impact on your business. It enhances
your reputation, improves productivit y,
reduces internal conf lict, helps with
compliance and ultimately strengthens
the bottom line.
An English-speaking organization means
more opportunities, but brings new
considerations for HR managers too,
including working out how best to assess
candidate and employee capabilities.
Having effective English proficiency
testing procedures in place is key to Having effective
raising standards. But which type of
assessment should you choose?
English proficiency
testing procedures
in place is key to
This eBook looks at how to navigate the
complexity of selecting the right English
assessment methodology for your needs raising standards.
to achieve a more positive, sustainable
impact on your business.
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KEY
CONSIDERATIONS
FOR ASSESSING
ENGLISH
PROFICIENCY
In a recent study conducted by Ipsos
Public Af fairs* of 650 HR managers in
global organizations across 10 countries,
validit y and reliabilit y were among
the most desirable characteristics of
an assessment system. With language
proficienc y increasingly a prerequisite
rather than an option, this ref lects the
growing significance of choosing the
right measurement tool.
The approach to assessment varies
greatly with the needs of each business.
There is no consistent method. But
this creates issues. By using dif ferent
assessments for dif ferent business
decisions, qualit y of English proficienc y
data could var y drastically.
Lets look at the implications
of some current assessment
procedures:
FO R T H E EM PLOY EE
Many organizations use personal
obser vation and co-worker assessment as
a means of evaluating their employees
skillset. These methods are easy to
implement but can be more subjective
as well as time-consuming for senior and
middle management.
FO R T H E BUSI N E SS
Making critical decisions using par tial
data can be a significant cost factor for
many companies from lost sales to an
erosion of reputation. Organizations
that use limited qualit y data to inform
business decisions should rethink their
strategy to maximize productivit y and
drive progress.
*Completed in 2016, the sur vey targeted experienced
FO R H R
Inconsistent assessments of English
proficienc y compromises objective
staf f comparison. Identif ying the right
people for jobs can be af fected too.
These factors can hinder staf fing
goals, increasing staf f turnover and
lowering morale.
Reviewing assessment practices to
ensure they meet the needs of an
organization is impor tant. HR Managers
were recently sur veyed to find out what
they considered the most impor tant
characteristics of an English proficienc y
test. Validit y, reliabilit y, accurac y, and a
good reputation all scored highly. So HR
managers need to trust the results, but
a good global reputation is also vital.
HR Managers involved in recruitment and talent
management for large companies.
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 TOP 10
VALI D 73% IMPORTANT
ASSESSMENT
CHARACTERISTICS
SPECI FIC TO TH E BUSI N ESS N E E DS 73% THE CHART SHOWS RATINGS
OF FOUR OR FIVE ON A
FIVE-POINT SCALE

R E LIABLE 72% Organizations want

reliable language

71%
assessments that meet
ACCUR ATE specific business needs.
They must be accurate,
deliver valid results, and
GOO D R E PUTATIO N 71% have a solid, globally
recognized reputation.

R ECOG N IZE D G LO BALLY 70%

WI D E LY ACCE P TE D 70%
CO NVE N I E NT 69%
COM PR E H E NSIVE 68%
O B J EC TIVE/UN BIASE D 68%
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THE THIRD PARTY
T H OS E T H AT US E S TA N DA R D IZE D T E S T S , A N D T H OS E T H AT D O N OT,
SAY T H E I D E A L A SS E SSM E N T M US T H AV E:
VS. IN-HOUSE
BENEFITS OF US E R S N O N US E R S
TESTING:
COMPARING THE
Validit y
STANDARDIZED 75%
CHARACTERISTICS

TESTING Accurac y
66%
Standardized reliability
73%
tests deliver on the
There are many methods for assessing 67% preferred characteristic
English proficiency. Interviews, in-house of both standardized
Reliabilit y
tests, personal obser vation, writing and non-standardized
73%
samples, and prior experience to name test-users.
70%
a few. The survey revealed that in-house
Good reputation
testing and standardized tests are
73%
the most ef fective for businesses that
63%
need objective, unbiased and easily
comparable data. While both practices Widely accepted
per form well in these areas, standardized 73%
testing surpasses in-house testing 62%

when it comes to accurac y and global Recognized globally

acceptance. At tributed in par t to its 74%
rigorous design process, standardized 58%
tests help ensure accurac y, validit y,
and fairness.

Which method is chosen of ten depends
on the goals and drivers of HR managers
in addition to company resources. The
Ipsos study look s at the key goals and
drivers and compares the perspectives
of those that use standardized tests with
those that dont.
This char t highlights key dif ferences bet ween HR
managers that use standardized testing and those
that dont. The data suggests standardized testing
provides greater value when it comes to validit y,
accurac y, reliabilit y and reputation.
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REASONS
TO CHOOSE
STANDARDIZED
ASSESSMENTS
While in-house testing is t ypically
viewed as convenient and relatively
inexpensive for organizations, it can
present some challenges in ensuring
the qualit y and reputation HR managers
seek. By utilizing a third-par t y
standardized assessment for English
language testing, an organization can
confidently make bet ter-informed
decisions backed by reputable data and
standards, delivering many benefits to
its business.
M O R E EFFI CI EN T
The reliabilit y and consistenc y of
scores from the right standardized
English assessment testing suppor ts
organizational ef ficienc y. They can save
the hiring manager time, streamlining
the process for ef ficienc y, ensuring the
right employees with the right skill set
are recruited straightaway, helping
to reduce overall turnaround.
M O R E COM PLIAN T
Adopting a global standardized
assessment that has been developed
using ex tensive research and validated
test methodology, can fulfill an
organizations compliance procedures.
It also removes the potential for
bias and ensures fairness becomes
best practice.
M O R E COS T- EFFEC T I V E
Although standardized third-par t y
testing is an investment, it does yield
long-term value and sustainable cost
savings that exceed other approaches.
By hiring the right employees at the
outset, productivit y is enhanced, staf f
turnover is reduced, recruitment and
training costs are slashed, and reputation
is enhanced. All positive outcomes that
will help gain boardroom suppor t for HR.
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DELIVERING
LONG-TERM
VALUE THROUGH
STANDARDIZED
ASSESSMENT
Commitment to standardized testing
over the long-term and applying it
to hiring, training, and development
programs can help to deliver
transformational benefits.
FO R T H E EM PLOY EE
Employees will benefit from a
professional development program that
allows them to progress at the right
speed through the organization and can
help suppor t increased job satisfaction.
Using standardized assessment as par t
of recruitment and internal appointment
procedures improves overall job fit
and ensures the right person is in the
right role.
This means employees are able to do
their job more ef fectively and these
ef fects are magnified as more and
more colleagues communicate ever
more ef ficiently.
FO R H R
A more ef fective and ef ficient
recruitment process achieves a more
dynamic talent pool. In turn, this
helps to build positive results for the
organization by creating a positive
reputation within the market and
among potential job seekers.
FO R T H E BUSI N E SS
By building a strong, diverse talent pool,
your organization is bet ter equipped
to meet and overcome the challenges
of a global economy and achieve
sustainable success. Improved ef ficienc y
and productivit y, alongside an enhanced
reputation are just some of the wider
business benefits.
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CONCLUSION
When reviewing any process, careful
consideration needs to be given
to long-term benefits as well as
shor t-term impact.
Standardized testing provides the high
qualit y data and global recognition
HR leaders around the world want to
confidently make informed hiring and
training decisions.
In terms of standardized testing, the
TOEIC tests from E TS are scientifically
and research-backed English-language
assessments used by more than
14,0 0 0 organizations in 150 countries
worldwide. Considered the gold-
standard for English proficienc y
assessment, the TOEIC program is
easy to administer and shows that a
business is commit ted to suppor ting
its employees and to providing a bet ter
ser vice to global clients.
Using a standardized assessment like the
TOEIC tests can enable you to recruit
better communicators, retain your existing
employees and promote key talent. This
ultimately means you can expand into new
territories with confidence, assured that
your employees can handle the global
challenges and oppor tunities of today
and tomorrow.
Along with its indisputable leadership in qualit y, the
TOEIC program of fers organizations localized suppor t and
exper tise to deliver meaningful insights vital for successful
talent management decisions.
With the world increasingly doing business in English,
you need to know that your employees are up to the
task. Instead of asking about the cost of a standardized
assessment model, perhaps consider asking yourself:
what is the cost of not using one?
To f ind out more about the TOEIC program, visit w w w.TOEICGlobal.com
or contact your local ETS Preferred Network Member
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Copy right 2016 by Educational Tes ting Ser vice. All right s reser ve d.
E TS, the E TS lo go, and TOEIC are re gis tere d trademark s of Educational Tes ting
Ser vice (E TS). All other trademark s are prop er t y of their resp e c tive owner s .