How to hire the right candidates for software testing positions?

Do companies really judge candidate’s testing ability in interviews? Do they ask the questions that really judge the candidate’s skill? What questions should be asked to judge the candidate for software testing field? What is the key process to hire good candidates for software testing positions?

Ok, I am asking too many questions without giving an answer to any of it. Well, each question mentioned above will require a separate post to address the problem fairly. Here we will address in short about – How to hire the right candidates for software testing positions?

Companies or interviewers, who are not serious about hiring right candidates, often end with hiring poor performers.

What I mean by “Not serious” here?

– They don’t know why and for what post they are hiring a candidate.

– They either fake or fail to post the exact job opening details.

– Or they don’t want to hire skilled performers at all. Hmm, jealousy might be the key here!

Whichever is the reason, there is definitely a loss of organization. The loss in terms of both revenue and growth.

If you need the answer to these questions, here is an informative video from Pradeep Soundararajan – Consulting tester of Satisfice Inc in India. He explained what is the current situation of the software testing interview process in India and how interviewers are wrong in selecting questions to be asked to candidates. A nice start to spread the awareness and importance of software testing interviews.

Current Software Testing Interview situation:

Click on the bottom right button to see the video in full screen.

You can watch his more videos on software testing here.

Do not forget to comment your experience on software testing interviews, either as an interviewer or as a candidate.

Related article: Choosing software testing as your career.