Are you a tester manager, QA expert, or recruiter tasked to build and grow your QA team? You were asked to quickly find the best tester for your company.
You can probably relate to my fictional test managers diary entry.
Another day, another inbox full of recruiter emails. Each one of the emails has a CV attached, which I need to decipher in order to match my skills.
Many of the emails that I receive are useless.
If I were to interview the candidates, I would quickly find out that they don't have the experience they claim to have, they aren't able to challenge assumptions in the way I believe they should, they aren't committed to learning, and they lack the confidence and communication skills I need.
It is time-consuming and draining work that I have to do, which takes my focus away from what I should be doing.
If we were able to hire the right people, I would be ok with it. We cant seem to find the right people and hire them.
Sometimes I find someone who is a good match and has the skills that I need. We dont get them through the door. They somehow get out of the way.
They might be offered a better deal, decide to stay, or are influenced by something else. It feels like I am wasting my time.
We cant find the right candidates. Why isnt everyone being considered? Why isnt the joining and offer process working? Do I feel like this?
What makes hiring testers so difficult? Are there any great testers out there? How can you tell if a tester is great? How do you get them to join your company once you have found one?
This article will cover the different stages of testing recruitment. Interviewing them. They should be hired. If a section contains the information you need, skip to it.
Lets start with the most important.
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Finding What You Are Looking For
Are you able to clearly identify the key attributes that are necessary for the job you want? You will have problems if you dont.
You will find that the CVs you receive dont correspond with the type of person you are looking for. Or, you might discover that the candidate isnt able to solve the problems you require.
It would be better to know what your ideal candidate is before you start looking for them. When you interview them or get their resume, you will already know if they have the skills and can test them.
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A checklist or set of guidelines could help you start the process. You might create a list of questions such as the ones shown below.
- Is the candidate able to explain what testing is? Is it clear and simple?
- Are they familiar with software development projects? Are they familiar with the pitfalls and nuances of software development?
- Are they able to distinguish between different approaches?
- Can they work together in a group?
- Are they smart?
- Are they able to get things done?
- Can they design tests? Can they do testing work? Can they design, build and operate tools that will help them test more skillfully?
- Are they able to communicate effectively?
- Can they think critically?
- Are they familiar with the industry you work in?
You could also use another persons list. Huib Schoots did a fantastic job of identifying criteria in his article, Heuristics for Recognising Professional Testers.
Ilari Henriks brilliant ideas on what makes a World Class tester may be of assistance in your search. Johanna Rothmans Tips to Streamline your Hiring has many great resources. Cem Kaners detailed guide to Recruiting Software Testers contains many lists that will help you narrow down your requirements.
It is important that you spend time researching the skills and attributes that are most valuable to your company in order to Hire Software Testers.
After you have answered all the questions, you can document the answers and communicate them to everyone involved in the hiring process. This will allow them to see what success looks like and make it easier for them to decide whether or not the candidate is a good fit.
How to find great candidates
Next, you should take these qualities and find testers who have them. Heres the bad news. Its gone days when you could just publish a job listing in a newspaper or online and then wait for applications to come in.
You have all the amazing candidates. The testers you are looking to hire already have a great job and many options.
These testers dont want to find you. They dont pay attention to the job marketplace. How can you find them? A third party could be a good option.
You might not feel that you have any choice. The HR department usually takes care of everything. They or the preferred recruitment agency that insists on spamming your inbox.
Perhaps. You might be able to do a little more by:
- Attending a community event: Although you may not realize it, testers are all around! Nearby meetups are almost certain. If there isnt one, you might consider starting one. It doesnt take much to start one. It could be held in your home. There are many others who have done it!
- Attending a testing conference: Lets just go along and let the world know. You can also ask the organizer if they are interested in sponsoring you or if there is any way you could make an announcement.
- Connecting to testers online: Follow the testing community on Twitter and LinkedIn and keep up-to-date with the latest news in blogs and forums. The testing community is vocal. It wont take too much effort!
- Testing material You should think about what you can do to contribute to the conversation with testers via social media. Its a great way to draw testers into your circle of influence by creating blog posts and articles that excite them.
- Testing testers face a difficult challenge: Make your advertising interesting. Your attention spans are shorter than ever so make sure your copy is catchy. What is more important to hire the right tester than a test conundrum?
Its very likely that you will find the person you are looking for if you have followed the above advice. You might have met them at a meetup, conference, or through a blog post or Twitter discussion.
Now that you have found them, how can you get them to join your company? You could ask them if they are interested in working for you.
Maybe they arent ready yet. Maybe they are already in a [employment] relationship.
The long game
You may be able to visit some of the locations where your tester hangs. You can get to know them through LinkedIn groups and forums.
You can also find great blog posts they have written and comment on them. Let them know that you are interested in their work.
Once you have their attention, you can tell them about the job opening and why you think they are a good fit. You can let them know how impressed and proud you are of their work.
Refer to an article or a time when you heard them speak at a conference.
The role is your opportunity to sell. Talk to them about the great organization you have and why they shouldnt pass up this opportunity.
Concentrate on the benefits for them. Are they able to work remotely? Can they access the latest technology? Do they get the best training? Once they are hooked, it is time to move on.
How to interview testers
At this point, you should be able to identify a tester you are interested in hiring. You might have already spoken with them, or their CV may have arrived via another channel.
It doesnt matter what, you have to determine if they are the right person for you and if they possess the skills that you require.
Interviews have been the traditional way people have done this. If you are paying attention to psychology advances, you will probably know that most interviews are essentially an exercise in confirmation bias.
The classic interview scenario is that the person conducting the interview will base their decision on the candidates gut reaction within the first 30 seconds.
Theyll then spend the rest time trying to find reasons to support the decision they made. This model is not scientific enough. Here are some alternatives.
Give them a shout
You should follow my advice and inform the tester beforehand about what to expect. Also, make sure you are putting your energy and time into the right people.
To determine if it is worth continuing the conversation, use the below telephone script. You can tailor the questions to suit your needs by tailoring the simple and difficult questions.
- Introduction
- Question about a recent candidate for a project
- Simple Testing Question
- Questions about Hard Testing
- Are you satisfied?
- Have any questions?
You can then take them to the next stage if they pass the screening call.
Give them a job test
Its a great way for candidates to see how they behave in a job situation. There are many ways to make things more fun or more serious in the workplace.
This approach should be viewed in the context of its objectives. You should be clear about what you are looking for in a candidate.
How will you determine that by giving them a job test, how can you do this?
You should be able to identify the skills, competencies, and attributes you are looking for in your tester if you have followed my advice.
Its up to you to customize it to answer your questions and take into account any other considerations.
- Does the candidate have the ability to communicate clearly their thoughts?
- Is the candidate able to complete the exercise in the given time?
- Do they have any specific domain knowledge?
- Do the skills of the candidate apply to tools, automation, critical thinking, etc?
Richard Robinsons Needle in the Haystack article has some great ideas for you if you need more. The most important thing to understand is how good it looks once you have the results.
Read More: To Land Your First Job Five Front End Development Skills
Follow a specific script
It is easier to understand what it means to be good-looking when you use the same process each time you meet with a candidate.
You will learn what the test looks like if every candidate takes the same test. You can use an example to show you what excellent, good, or exceptional looks like.
Interviews are no different. A script is essential. You should ensure that everyone who is interviewing you asks the exact same questions each time.
Keep track of the interview results to ensure you have enough data to make meaningful conclusions even if you don't hire anyone.
These results may surprise you, but they can provide valuable insights into your hiring process. For example, the type of people you want to interview.
Give them a day off
You can invite the candidate to join your team if you are willing to go above and beyond, or if you still have reservations.
It is possible to begin to see how well they fit into the culture and how they interact with and communicate with potential future colleagues.
- Instruct the candidate that youll be there for approximately 3-4 hours. Then, start with introductions and the formal interview.
- After the formal interview, introduce your candidate to your team. Then let them get to work for a few hours.
- It is a good idea to have a particular piece of work in place. They should have a specific piece of work that requires them to collaborate with at most one member of the team to achieve success.
- Give the candidate time to reflect on the day, and then catch up with the team to get their feedback.
- End with a summary of the experience. Are there any insights or questions they would like to share based on their experience? Are they still interested in the job? Are you still interested in hiring them?
If your work day is successful, you are ready to move on to the next stage.
How to hire the ideal candidate
Now that you have found the ideal tester, you know that they are capable of doing the job and will be a good fit for your organization.
Now its time for you to seal the deal. How will you ensure that your tester gets through your door and not another opportunity? What can you offer that will make your role stand out from all the other opportunities for high-flying, bright testers?
You might not care about the money. You might have some flexibility in the amount you pay the right person. There is a limit.
There is no room for error once you have reached the cap. Lets be clear. Folks are not motivated to work harder and perform better if they dont have a lot of money. We need to think creatively.
What other services can your organization offer that might be appealing to a particular type of hire?
- Flexible working hours?
- Remote working?
- Unlimited holiday?
- Personal development and training?
- Coaching?
- What is the most powerful hardware available?
- Free lunch
- Are you able to take time off work to go to conferences?
Its not about what you have or dont have. Its enough to be open to having a conversation. Find out what motivates and drives your new hire.
If you are able to identify what motivates your new hire, you should give it to him.
You can work with them. Find a way to help them understand what you have to offer and what they are looking for.
It is difficult enough to attract the right people. Once you have found the person you love, dont let them go.
The cure for the recruitment headache
My fictional test manager was having a lot of trouble recruiting. Although she could have outsourced the whole process, I recommend the following alternative treatments:
- Identify the characteristics, attributes, and skills that a tester must have for her organization.
- Engaging in the testing community to find testers with the right personality and abilities.
- Establish a rapport with the tester.
- Initial telephone contact to screen potential candidates.
- Test candidates using a simulation of work.
- Sticking to a script throughout the process makes it more scientific and rigorous.
- Invite the candidate to work with the team.
- Negotiate on working practices and not money during the offer stage.
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Conclusion
Software testers are different from other jobs. There are many differences. However, it is possible to make a difference by making arrangements for the hiring process.
It is important to clearly state the requirements for the job, and pay particular attention to the soft skills of the candidates. If possible, consider internal promotion and never underestimate the importance of cultural fit.
Modern recruitment techniques should enable recruiters to find and hire the most skilled software testers for permanent employment.
Every recruiter will have their own requirements and each employer will be looking for different skills in these individuals. Most recruiters will be able to hire the best talent according to their needs using a combination of the methods described above.
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