When companies hire internationally, language often becomes one of the first things they focus on. That makes sense. Communication matters. Teams need to work well together, clients need to feel understood, and day-to-day collaboration has to run smoothly.
Still, there is an important question worth asking: are we sometimes placing too much weight on how someone speaks, and too little on what they can actually bring to the role?
Recently, I spoke with Shelley Purchon, a workplace communication trainer at English Unlocked, about how companies assess language skills in recruitment and whether strong candidates are sometimes overlooked for the wrong reasons.
That conversation stayed with me, because language can absolutely matter in recruitment. “But the real issue is not always whether someone speaks with full fluency or with the ‘right’ accent.” More often, it is whether employers are looking at language in a thoughtful and relevant way.
For many roles, strong communication is essential. But “strong communication” does not always mean perfect English, fast speech, or a polished international accent.
One of the points Shelley raised is that employers can sometimes focus too much on the wrong signals. A candidate may speak more slowly and still be highly effective in meetings, client conversations, or written communication. Another candidate may sound fluent and confident, but struggle to communicate clearly in real work situations.
That is why language should always be assessed in context.
What does the person actually need to do in the role?
Do they need to write professional emails, speak with customers in a certain market, explain technical information, or collaborate across cultures in an international team? Those questions tell us much more than a generic requirement for “proficient English.”
Sometimes companies use language requirements as a fast way to narrow down applications. Sometimes they rely heavily on test scores, speed of speech, or assumptions based on nationality or time spent abroad. And sometimes they reject candidates too early because a CV is not written in perfect English.
That can mean strong candidates are overlooked for the wrong reasons.
This was another important part of my conversation with Shelley. When language becomes a shortcut in the recruitment process, companies risk missing people with the right experience, mindset, and professional skills.
This is where the conversation becomes more interesting.
Multilingual professionals often bring more than the practical ability to switch between languages. They may also bring cultural awareness, adaptability, listening skills, and a stronger sensitivity to how communication lands with different people. In international environments, that can be a real advantage.
A person who speaks German, Dutch, Swedish, English, or another language may not only help a company communicate. They may help the company build trust faster, understand clients better, and connect more naturally with a new market.
That added value is easy to underestimate if language is only viewed as a pass-or-fail requirement.
Instead of asking, “Is this candidate fluent enough?” a more useful question may be:
What kind of communication does this role require, and how can we assess that fairly?
That shift makes room for better hiring decisions. It helps employers look beyond accent, speed, or assumption, and focus more clearly on ability, relevance, and potential.
If you speak several languages, make sure that is visible on LinkedIn and in your professional profile.
Not only list the languages themselves. Also show how they create value in your work.
Have you supported clients in different markets? Built relationships across cultures? Helped candidates or customers feel more understood? Worked as a bridge between teams, countries, or ways of communicating?
Those examples matter.
Language skills are not just a personal detail. In many roles, they are part of your professional value.
Hiring for skills should include looking at the full value a person brings. Language ability can be part of that value, especially in international organisations and customer-facing roles.
The goal is not to ignore language. The goal is to assess it more carefully, more fairly, and more realistically.
Because when we do that, we open the door to stronger matches, broader talent pools, and better communication in the workplace.
Pedro Lozano, former CEO, Spain.
English Unlocked also shares useful tips on inclusive workplace communication. If this is a topic your organisation is working on, it may be worth exploring their resources or getting in touch with Shelley directly.