Your business’s HR toolset is missing a vital component. Without the ability to test language proficiency, your enterprise can’t attract and hold onto the people your company needs to thrive in international territories. Learn how integrating language testing can evolve your Human Resources process to stay relevant and profitable.

With a world-wide shortage of skilled workers who have the right language skills showing no sign of ending in the near future, how does your business ensure it can locate the staff needed at the right time?

It’s a challenge that HR has faced for several years. The good news is that your business’s HR systems can be easily augmented to give them language proficiency testing capabilities. What if your company could easily connect with world-class language testing and assessment services as easily as you connect your website to a CRM?

The evolution of HR continues. Indeed, IBM define HR 3.0 as a commercial imperative no organization can ignore: “Our research shows that the radical reinvention of human resources is a critical imperative for organizations, especially now: more than two thirds of the executives we surveyed say that the global HR function is ripe for disruption. The best companies in the world—those outpacing all others in profitability, revenue growth and innovation—are extremely confident in the need to reinvent HR.”

In practice, the evolution of HR technology has become a strategic component of enterprise planning and development. Leaders understand that the human capital their businesses need must be located and nurtured. One clear aspect of the human skills required is language proficiency.

As HR embraces more digital tools, incorporating language testing is a trend that is expanding. The language testing and proficiency tools that are now available offer unprecedented levels of language testing and assessment capability HR have not previously had access to. Additionally, as other aspects of HR have been digitized, businesses with a language skill requirement can also digitize this aspect of their HR.

How HR can use digital tools can also have far-reaching positive consequences when these tools are implemented with a clearly defined goal. Deloitte talk about how HR is massively shifting its role: “Shifting HR’s role from standardizing and enforcing workforce policies to a new responsibility of re-architecting work across the enterprise,” speaks volumes about how HR and the tools it uses are in a state of radical change.