In addition to assessing the candidate's hard skills, as a recruiter you also need to conduct a communication skills test to see how they communicate in a work environment.

Communication skills are just as important as technical skills, because almost all jobs involve teamwork, discussion, and clear delivery of information.

A fact reveals that 80% of problems and conflicts in the workplace arise because of poor communication.

Poor communication can cause projects to be hampered, disrupt teamwork, and decrease productivity.

Therefore, measuring the candidate's communication skills early on can help you avoid these problems and ensure you choose the right person to join your team.

 

What is Meant by Skills Test?

 

Communication skills tests are part of the assessment used to measure how well candidates can convey ideas and interact with others.

These tests can include oral, written, and non-verbal communication.

For example, in an oral communication test, candidates may be asked to roleplay as a customer service officer.

While in a written test, they may be asked to write a professional email or fill out a questionnaire to assess their own communication skills.

Then, there is also a non-verbal communication test that is done by observing the candidate's body language and facial expressions during a presentation or when involved in a group discussion.

This test helps see how candidates communicate without words.

 

Does HR Need to Test Candidate Communication Skills?

 

Yes, it is necessary.

If you want to form a solid, productive team that is ready to face the dynamics of work, you need to assess the communication skills of candidates from the recruitment process.

Here are some reasons why you need to conduct a communication skills test:

 

A. Demands of an Increasingly Modern World of Work

 

With the increasing trend of remote working and cross-divisional team collaboration, the ability to communicate both written and verbally is becoming increasingly important.

Candidates must be able to convey ideas and information clearly, even when not in person.

 

B. Prevent Miscommunication that Could Be Detrimental

 

Poor communication can lead to serious problems, such as failed projects, chaotic teamwork, and even customer disappointment.

This means that candidates who do not have good communication skills can be a source of risk later on.

 

C. Direct Impact on Work Productivity and Efficiency

 

When candidates are able to communicate effectively, they are more likely to understand tasks, align vision with the team, and work collaboratively. 

This will have a positive impact on the overall productivity of the team.

 

D. Part of Soft Skills Whose Demand Continues to Increase

 

Communication skills are now included in the ranks of power skills that are a must-have in the modern era, along with emotional intelligence, managerial skills, and adapting to digital transformation.

According to Udemy’s 2024 Global Learning & Skills Trends Report, the demand for this skill continues to increase every year.

 

What are the Communication Skills Tests?

 

Here are the types of communication skills tests you may need to assess:

 

A. Written Communication Skills

 

In the digital age, almost all jobs require good writing skills.

This does not mean that candidates must be literature graduates or poetry experts.

It means that they are able to convey information clearly in various forms of writing.

For example, many companies now use instant messaging such as Slack or Microsoft Teams, and knowledge sharing platforms such as Notion or Slite, more often than email.

Written communication skills typically include:

a. Simplifying complex ideas

b. Delivering messages clearly and concisely

c. Organizing thoughts logically in writing

d. Conveying big ideas in an interesting way

e. Writing in a style that is able to attract the reader's attention

Employees with weak writing skills can cause misunderstandings and slow down teamwork.

 

How to Assess these Skills

 

Use written tests with open-ended questions to allow candidates to demonstrate how they write and structure arguments.

 

B. Verbal Communication Skills

 

Whether your company is implementing a face-to-face or remote working model, employees will still need to participate in meetings or team calls.

Candidates need to be able to explain ideas clearly and not stray off topic.

This skill is e   specially important for positions like:

 

- Customer Success

- Customer Support

- Sales

- HR

- Team Leader

 

But beyond that, having someone who can communicate well verbally still adds value.

How to Assess these Skills

A face-to-face or online interview is the most effective way.

Here, you can assess their body language, eye contact, and how they build a conversation.

For the initial process, you can also use a video interview to be more efficient.

 

C. Active Listening Skills

 

Many people think that speaking is the main part of communication. However, without good listening skills, conversations will be meaningless.

Active listening is especially important when:

 

a. Leading the team

b. Dealing with customers

c. Interacting across divisions

d. Building healthy working relationships

e. Signs that candidates have these skills include:

f. Asking for clarification when not understanding

g. Not interrupting

h. Asking appropriate follow-up questions

i. Not jumping to conclusions

j. Taking notes of important things

k. Being able to summarize the results of a discussion

 

How to Assess these Skills

 

In-person interviews are still the best way to go.

Pay attention to how the candidate listens to questions, responds, and shows interest in the conversation.

 

D. Asynchronous Communication Skills

 

Asynchronous communication is communication that does not occur directly or in real-time.

Examples include text messages, emails, video/audio recordings, or written documents.

This skill is especially important in remote work.

Asynchronous communication reflects the ability to:

 

a. Work independently without direct direction

b. Manage time with discipline

c. Think critically and deliver messages in a structured manner

d. Prepare written feedback

e. Document work processes clearly

 

How to Assess These Skills

Give candidates written assignments or mini projects.

This will show them how to convey messages, provide context, and work independently without direct supervision.

 

E. Strategic Business Communication Skills

 

For leadership positions, it is important to assess whether the candidate is able to understand and communicate the company’s business goals, long-term strategy, and vision.

Employees at this level must be able to explain the company’s direction to their team and stakeholders in a clear and compelling manner.

 

How to Assess This Skill

Use situational interviews to evaluate their communication skills and interpersonal approach.

You can also assign small projects to see if the candidate fits technically and culturally.

 
 

How to do a Communication Skills Test?

 

To assess a candidate's communication skills, you can use a combination of interview questions or direct observation.

Here's the full explanation:

 

Questions that Can be Asked

Common interview questions like “What are your strengths and weaknesses in communication?” often elicit prepared answers and do not reflect a candidate’s true communication skills.

To dig deeper, you can use two types of questions:

 

a. Behavioral Questions

This question aims to understand how the candidate communicates based on their real past experiences.

Example

“Have you ever adjusted your communication style to suit a particular audience?”

This question can assess the candidate’s ability to adjust their communication style depending on who they are talking to.

“Have you ever had a difficult conversation, such as giving negative feedback or dealing with conflict? How did you handle it?”

This question illustrates the candidate’s ability to handle challenging communication situations.

“Have you ever convinced a team to accept an idea that they initially rejected? How did you do it?”

By asking the above questions, you can get a sense of the candidate’s ability to influence and persuade others.

“How do you maintain effective communication when working remotely or virtually?”

Great for assessing candidates who will be working remotely.

 

b. Situational Questions

 

This question is hypothetical and is used to assess how a candidate would communicate in a given situation.

Example:

“Explain [complex topic] as if you were explaining it to someone who has no idea what it is.”

This question tests the candidate’s ability to explain difficult topics in a simple way.

“How would you explain the company’s growth trends using a graph or chart?”

You can ask the above questions to assess the candidate’s ability to convey information visually.

“How would you write an email that [describe the purpose of the email]?”

The answers given show the candidate’s style and approach to written communication.

“What would you do if a coworker or client misunderstood you?”

The answers given give you a sense of the candidate’s ability to handle miscommunication tactfully.

 

Things to Watch Out for

Aside from verbal answers, a candidate’s communication skills can also be seen from their behavior and how they interact during the interview.

Here are some things you need to pay attention to:

 

Body language and facial expressions

See if they maintain eye contact, their posture is relaxed, and their expressions match what they are saying.

Clarity in answers

Are they able to answer questions clearly and without rambling? Avoid candidates who use too many filler words or go off topic.

Listening skills

Communicative candidates tend to listen actively, can repeat questions to make sure, or ask back if they need clarification.

Ability to explain solutions

Provide scenarios and see if they can explain the solution in a way that is easy to understand.

Also Read: Problem Analysis: Definition, Methods, and Process

Empathy and understanding

When telling stories about conflict, pay attention to whether they show empathy or become defensive.

Writing skills

If the position requires writing skills, ask them to write a short piece of writing directly, such as summarizing a conversation or writing an email.

From here, you can see their language style, tone of communication, and grammatical accuracy.

 

What are the Mistakes to Avoid in Communication Skills Texts?

 

Apart from doing the above methods, you also need to pay attention to the mistakes that need to be avoided in communication skills tests:

 

a. Only Focus on the Person you are Talking to During an Interview

Some interviewers overemphasize a candidate's speaking ability during an interview.

In fact, communication is not just about speaking.

There is also the ability to listen well, understand body language, and write clearly.

This mistake can have a big impact, especially if you are looking for candidates for positions that involve more written communication, such as content writers or jobs that often use email.

In cases like this, assessing writing ability is very important so that the assessment is more in line with the needs of the job.

 

b. Not using real experience based questions

 

Another mistake is not asking questions that tap into the candidate’s real-world experiences with communication.

General questions like “What is your communication style?” often result in answers that are too general or pre-arranged.

In contrast, experience-based questions, like “Tell me about a time when you had to resolve a misunderstanding with a coworker,” can help you see firsthand how the candidate uses his or her communication skills in real-world situations.
 

c. Relying solely on interviews as the primary assessment

 

Judging communication skills from an interview alone can be misleading.

Many factors can influence how a candidate communicates during an interview, such as:

• The nervousness that makes them unable to show their best abilities

• Bias from the interviewer, for example preferring candidates who are similar to themselves

Candidates who appear confident during an interview may not necessarily have good communication skills in their day-to-day work.

 

Conclusion

 

Based on the article above, it can be understood that in addition to assessing hard skills or technical skills, recruiters also need to assess candidates' communication skills.

Through communication skills tests, as a recruiter you can get an idea of ​​how candidates interact, convey ideas, and listen to and understand others.

This test can also help you assess candidates' communication skills more objectively, not just based on a brief impression during the interview.

Thus, you can identify candidates who are truly able to communicate effectively in a real work environment, both verbally and in writing.

As HR, you are not only responsible for the employee recruitment process, but also managing various other administrative tasks, from attendance to payroll.