As technology is growing and software is becoming an integral part of human life, expectations for better application, service and user experience are rising.
Gone are the days when a customer was visiting the market for 5 times to check different brands, quality and cost before buying an Air Conditioner. Nowadays, those big decisions are being taken while sitting on a comfy chair and sipping coffee.
With few clicks you can evaluate each and everything online which is available in the market; you can read relevant recommendations from other users; you can order and expect the Air Conditioner at your doorstep within a day.
With these changes, don’t you think, it’s time to revolutionize interview and candidate selection processes too?
Let’s consider an example:
If you want to provide better security, you need to appoint an armed security guard. But before that, you need to confirm whether he knows how and when to use those security weapons.
And how do you confirm it?
By trying to judge him/her within 20-30 minutes of a process, called an interview?
No one will get infinite time to judge and select a candidate. It’s important to understand how the interview process and questions should be in order to get the best results.
And the right process should include right questions, isn’t it?
Let’s consider a couple of scenarios:
Scenario #1: Interview for Software QA beginner level position is in progress:
Q: What is STLC?
A: Answered …
Q: What is Bug life cycle?
A: Answered …
Q: Tell me the test cases for login page?
A: Answered …
Q: How would you test Facebook?
A: Answered …
Result? The candidate is selected.
Scenario #2: Interview for Software QA beginner level position is in progress:
Q: Why you want to be a software tester?
A: Umm…… Actually, I like to do testing (Good to know)
Q: How would you like the pizza if presented in a triangular shape?
A: Who will think about shape when pizza is there? I will just eat it and smile
Q: How do you sharpen your testing skills?
A: I keep on testing.
Q: Can you observe anything around you and point some issues?
A: Umm… (Wrinkles on forehead and cursing the interviewer)….umm…..umm……continued
Result? The candidate has been asked politely to leave.
Have you noticed a difference between these interview scenarios? You got the point.
In my career, I have interviewed so many candidates and from that, I can definitely conclude that:
All the positions have their own requirement but besides that, there is a common need for each and every field, which needs to be verified, no matter for which designation the interview is being carried out.
When it comes to software testing, I can point out below questions, in no particular order, to be considered:
Question #1 on Curiosity and passion:
Being a software tester means being curious about everything. You need to mirror a child who is curious about the whole world and wants to know how it works. This is the critical criteria to be considered.
My questions around this point are like:
Question #2 on Understanding priorities:
A tester is always loaded with multiple tasks and if not able to define priorities, (s)he will create a mess only. Rather than jumping into everything and not able to complete anything, it’s better to leave work area with a satisfaction that you have successfully completed one of the important work.
But who defines what is important? Questions are:
Question #3 on Bug reporting:
It’s an art to describe the problem you are facing and that art is the key factor for any software tester to be successful in this field.
Questions to judge this can be:
Question #4 on Ideas generation:
Being in the most creative field, software testing, if a tester is unable to generate test ideas, s(he) will start feeling stagnant in short duration.
Questions here can be:
Question #5 on Concepts:
Being a software tester, it’s expected that the person should know what testing is and how to perform it better. Conceptual knowledge is also necessary and can be evaluated with below questions:
Question #6 on Analytical skills:
Finding the root cause or pattern of an issue is as important as finding an issue. A tester is expected to show that skill too.
Example questions to judge this can be:
Most of the times, such questions are enough to judge whether the person sitting in front of you, would be the right choice as a new addition to the team.
About the author: This awesome post is written by STH team member Bhumika Mehta. She is a project lead, carrying 10+ years of software testing experience. She is totally into testing and loves to test everything exists.
I would like to know your take on this point. Do we really need to change the interview process for software testing QA positions?