How can I use the German B1 test?
With remote work on the rise, the demand for language skills is increasing across all industries.
German is the 11th most widely spoken language in the world, with more than 130 million speakers, and is used extensively in tech and business. But it’s difficult for employers to know if job candidates have the necessary German language skills for an open role just by looking at their CVs.
Using a German B1 test is the most accurate and reliable way to measure intermediate German language skills.
How does the test work?
Candidates are given ten minutes to complete the test. The questions cover basic grammar, vocabulary and spelling, reading comprehension, and listening comprehension skills in German. Applicants who do well on the test have an intermediate level of proficiency in these skills.
It’s important to use the German B1 test in combination with other skills tests – not in isolation.
You can build a complete pre-employment assessment with up to five skills tests from TestGorilla’s test library. You’re also able to add custom questions to tailor the assessment to the role you’re advertising.
Combine language tests with role-specific skills tests, cognitive ability tests, or coding tests, depending on the role you want your German-speaking candidate to fill.
Once you’ve built a complete assessment that includes the B1 German test, you can send it to candidates via a public link (a URL that you can copy to a chosen job board or personal email) or enter the names and email addresses of your candidates to generate an automated assessment invitation.
How do I analyze the test results?
TestGorilla provides a variety of tools to help you review your candidates’ results and create a shortlist of candidates to interview.
You’ll see a general overview of all candidates who have taken your assessment, ranked from highest to lowest percentile scores, on the “My assessments” page. Percentile scores are generated based on the results of all the candidates in our database who have taken the tests in your assessment.
You can use the percentile scores to see your top candidates at a glance or choose to analyze them in even more depth:
• Organize candidates by name, average score, or your ratings of their custom question responses.
• Filter by Stage (evaluated, not yet evaluated, invited for interview, interviewed, rejected, offer sent, hired) and/or Status (invited, started, completed, disqualified).
• Change the scoring benchmark to see how your candidates have scored relative to other candidates who have taken the same test. This way, you can assess test performance even if you only have one candidate.