07 May How to find an experienced testing assistant
Companies that launch digital products always need testers. You can search for them in different places: the level of the specialist and the time spent on searches will depend on the choice of a specific source.
Job search websites
Simplify your life and write a competent job description. Indicate who you are looking for: Automator, Web Application Tester, or Mobile. What should s/he be able to do? What technologies to work on? Should he remove logs (the primary source of data) or work with traffic? If he will lead the testing team, add at least 3 years of management experience and experience in the field. Also indicate the pool of tools that you work with yourself, and list what the candidate should know and be able to do exactly. This will help weed out irrelevant responses.
In any case, a non-target audience will respond to your vacancy, but you will increase the percentage of quality candidates.
For the business community use LinkedIn or Facebook. Write a post on your page or topic group and ask the tester for advice. And repost to yourself: if the guys are on friendly terms with you, then they probably already worked with testers, accepted candidates, and parted with them.
This is the source of junior testers. Partner with a school that prepares such specialists. Then, you can influence the learning process and integrate your tasks and tools there. For example, you can implement your real projects into the program. Not commercial, of course, but internal, so as not to risk. The guys will learn from the processes tailored for you, and you will control the execution of tasks.
Selection stages: What to look for
At Clad Software, the full cycle of turning a candidate into an employee consists of three stages. To hire a competent tester, do the following things.
Know your candidate
Don’t just focus on your resume if you want to build a large pipeline of candidates. Many simply do not know how to compose it, describe their experience, and talk about skills. In addition to resume screening, use tools that are concise, convenient, and understandable for you and the candidate.
Get future employee’s attention
In the first part of the interview, tell candidates about the company, its differences, and features, explain what bonuses and benefits you offer. Maybe you can grow up cool, work on different projects or solve complex problems? Any of these factors can be decisive and interest the professional.
Check their skills
To do this, send the candidate to the QA director. He learns what tools the specialist works with, how he collects logs, whether she knows how to work with a database. Also, during the interview, the candidate can perform small test tasks.
Such a check is necessary so that you can evaluate the real experience of the candidate and not his theoretical knowledge. A tester can learn the theory and terminology, come to an interview and “sell” himself perfectly. The theory is important, but an adequate assessment of practical skills is essential first and foremost.
Assess the personal qualities of the candidate
At the interview, keep an eye on how they communicate, behave, and whether they may join the team. This will give you an impression of the person as a whole. Hear what they want to say. Try to assess their vocabulary, accuracy of wording, and ability to convey the essence of thoughts.