Frequently Asked...

How do I invite someone to do a test?

Just log in to your FluentIQ enterprise account, click “INVITE” in the left hand column or click the blue button marked ‘INVITE CANDIDATES’, then enter the candidate’s first name, last name, and email address.  After you have entered this information click ‘SEND INVITE’.  

Can I invite more than one person to do a test?

You can invite as many candidates as you like.  First check how many test credits you have left by looking in the upper right corner of your dashboard.  You’ll need to have enough credits left to cover the number of individuals you are inviting.  Then just follow the instructions as listed above and click ‘Add Row’ as many times as you need to in order to accommodate the number of candidate invites required.   

How long does it take for the candidate to do the test?

The test will take your candidates anywhere from 20 minutes to 1 hour depending on their level of English.  The lower their English ability, the longer the test will take and vice versa.  The maximum time allowed is 60 minutes (1 hour).

How long does it take to get the results?

Results will be available within 24 hours of your candidate finishing the test.  You will be able to view the results on your enterprise dashboard at the same time as a your candidate receives a result link via email.

What do the results mean?

The results you see in your dashboard will include an OVERALL FluentIQ English Communication score which is an average of all of the scores.  It will be expressed as a number out of a total potential score of 10.  Your dashboard will also show separate SPEAKING, LISTENING, READING, and WRITING scores.  For many non-native English speakers, there can be a wide disparity between these scores and this is perfectly normal.  

Which score is the most important?

They are all important but it really does have to do with the role for which your candidate is applying.  For example, if your candidate is applying as a receptionist at a busy front desk, their English speaking and listening skills will be very important, and their writing and reading skills may not be as important.  Therefore, your perfect hire for this role, could have high speaking and listening scores but lower reading and writing skills.  Conversely, if you are hiring a software engineer, you may find your perfect candidate could have lower speaking and listening scores but higher reading and writing scores.  This is one reason why FluentIQ is so cool.  You can custom fit your team according to their English ability and give them all the best opportunity for success.

How do I know whether a score is good enough for a particular role?

FluentIQ’s most recent employability study looked at exactly this question.  Just visit Employability Scores and you will see rough benchmarks for a wide cross-section of industries.  Or – just get in touch with our customer support team here – and one of us will get right back to you.   

How does FluentIQ compare with other English tests like IELTS and ToEFL?

The FluentIQ test examines the language skills essential for communications in a working environment. It provides prospective employers the confidence that an individual can communicate well enough to become a valuable team member. Conversely, the IELTS and TOEFL tests have an academic focus and are an important part of the journey for non-native English speakers to study in an English-speaking country.

Is FluentIQ integrated with any applicant tracking systems or do I have to use the FluentIQ standalone dashboard?

FluentIQ is in the process of integrating with the top global ATS’s as a staring point. We have completed integrations with JobAdder, Greenhouse, Snaphire, and ICIMS. We are in the process of integrating with Bullhorn and several other ATS’s. There are over 2,700 ATS’s in the global market, so we are careful about who we choose as our initial partners, given it will take quite some time to cover the entire market. If your ATS is not on our list thus far, please do get in touch and let us know so that we can ensure we have it in our plan.

What is the best way to use FluentIQ if I am a recruiter or an employer?

You’ll get the most out of using FluentIQ by inserting it at the START of the recruitment process.  In the initial job ad, ensure that you ask for the candidate’s FluentIQ score if they have one.  This way, you can pre-screen for English communication ability instead of following your usual manual process of organising calls and video interviews to ensure English communication ability amongst other skills and abilities.  You will also find that applicants you may not have seriously considered in the past or rejected following pre-screen phone calls now show up as serious talent to consider.  Once you have a short list to pre-screen, if there is anyone on the list who doesn’t already have a FluentIQ score, you can then invite them via your FluentIQ dashboard to take the FluentIQ English Test using one of your test credits.  This way, you will then be able to progress with confidence and present this final short list to all key stakeholders.