In practice, a candidate chooses a language when applying, and the screening questions, written or spoken, are delivered in that language. Answers are then scored against the same criteria as everyone else's, and often translated so a recruiter who does not speak the language can review them. A logistics firm hiring in Poland, Spain and the UK, for example, can run one screening process across all three markets.
Screening in a second language can make capable candidates sound less competent than they are, which is unfair when the job itself does not require that language. Offering a choice widens the pool and improves the candidate experience. Where a language is a genuine requirement, it should be assessed separately and openly as its own criterion, not hidden inside every other score.