- Nov 18,2010
- In: Articles
12 Principles for a successful interview Testers
Before each team leader or project testing the task of forming an effective team. It seems to beginners, this task is easy – find the right people and assign them to the correct title. But why so often it does not work? Unfortunately, in my practice, I very often meet with mismatched teams, layoffs, tekuchkoy. And almost always the cause of more than banal (I apologize for the possible political incorrectness!) – Lazy head. Do I have anything against laziness? No! Laziness – it is an effective tool for optimizing the cost of the work. But it must be used wisely. Believe me, spending time and getting ready to search for employees, you are making a very profitable investment. As the dividends you receive works efficiently, an effective team requires much less of your attention later. So which is better – too lazy to find employees stage, and then "reap" – or effectively prepare for interviews, and then relax and get more free time on their other responsibilities?
I propose to consider the second option. What do we need? I made a set of 12 basic rules, allowing times to improve the success of the interviews conducted. You just have to check if it’s true effect;) Comments on the results you can send to natalya@quality-lab.ru – discuss what went right and what else can be improved!
Rule 1. Do not look for a non-existent. Yes, yes, yes! All test-managers want to find an experienced, motivated and technically competent experts, and even in the budget of 30 thousand rubles. And do you want? Wake up! It is impossible. Good people make good. Do you have restrictions on finance? To think of ways than you are willing to sacrifice, and what – no.
Why is this important? Because otherwise you’ll decide at the last moment, realizing that the desired specialist could not be found. And the probability of a mistake, confusing the desired s show will be much higher than 50%. A couple of months of unsuccessful you will reproach his big boss, because he has not allocated sufficient resources. Although in reality you are simply inefficient use them.
Solution: Pre-write down all the important requirements for the candidate. Check with the market – whether it is possible to find a specialist? If you can not – in advance narrow the claims, or leave it "for later".
Rule 2. Sensibly evaluate requirements for the candidates on their "aptitude". You the truth it is important to the formation of your employee, if it effectively solves the problem? You are worried about a certificate? Do you really think that reading the documentation necessary English language skills at the level of Fluent? Unfortunately, very often managers want maximum. Sometimes this is justified, and sometimes even harmful. Think you need a specialist to deal with challenges that would confront him – the only thing that you must be important in the interview.
Why is this important? Because otherwise, you’ll concentrate on indirect features, such as certificates and courses taken. There is a risk to miss the most important thing!
Solution: Stay honest with yourself. It’s important to education because they have you – or because it really necessary? Delete from the list of claims half of the items needed are not. I promise you’ll enjoy the results! After that, cross out the second half:)
Rule 3. Do not forget that knowledge and experience – it’s not all! In the IT world is a common mistake. Are you looking for a staff member with experience in creating test Keizo, and well who knows Linux? You’ve found it? Great! But if you are rated only knowledge – do not be surprised if he would be late every day, will not be able to communicate with colleagues, or simply retire in three months. People – not machines! The human factor has not been canceled.
Why is this important? Because you are not looking for software that can solve a certain functional. Are you looking for an employee who has to fit in the community and that you will have to work comfortably.
Solution: Determine what personal competences should have staff to work effectively in your team. Will he communicate with other actors, or will he work alone? He will be placed strictly-defined tasks, or level of responsibility would be blurred? How important is discipline in your team? He will work under stressful conditions? In the end, decide for yourself honestly – you are a dictator or democrat style of management. All of the above issues affect the way a staff member you need!
Rule 4. Do not focus on what you need. Think about the requirements and the employee!
Why is this important? Suppose you find an employee who perfectly match your requirements and the knowledge, experience and personal competence. He is ready Tested everything! Comes to you at work, diligently studying the product, and … in the best case – the result of zero. At worst – he quits. Why? Because it suits you, but you do it – no. Before taking an employee you need to know what motivates him. You sluggish project for six years and comes to you a careerist who wants to be a year of mega-boss? Or he wants all the time to develop and obtain new information, and you have no problems except running routine test Keizo? Or, conversely, he is looking for an oasis of calm from the storm, and storms, and you throw it into a stressful position?
Solution: Determine what types of incentives are available to you. Of premiums to the career of new challenges to chocolates, from responsibility to public praise. Your arsenal is wider than it seems;) Made a list? Determine whether it is interested in your competitor. He does not always know what you are willing to offer. Evaluate whether you can give him what you need. And do not expect a miracle: if you have nothing to offer him – it makes sense to abandon the most amazing staff. You do not want to make someone unhappy? 
Rule 5. Forget about yourself. At least for an hour:) The one hour that you are interviewing. The human brain is designed in such a way that we judge all by itself. And we see in others what is in us. Stay unemotional, otherwise all efforts will come to nothing.
Why is this important? For example, you can not simply find a suitable employee, you still believe that you too come to him and to him you’ll be fine. He goes to work. And the results are still unavailable. Where is the mistake? In us. That is in you. That is in the manager conducting the interview! Often, especially newcomers, are not prepared to accept something such, what is not in them. And if you’re a careerist, and tends to occupy a high position, then the words of the applicant, "I do not want to be a leader" you accept nothing but a lie … But in vain;) he – not you. I very long could not believe that there are employees with a fondness for the routine. But my disbelief could not change the world. They are! And thank God for it!
Solution: Be careful and evaluate each of its output to the employee. Just test yourself the question: "Is it because I thought it was me?". Do not expect success right away:) But with time – I believe in you!
Rule 6. Prepare questions for the interview. Just below I’ll tell you what issues are and where they are needed. In the meantime, just advise – Prepare them in advance. Write down on paper as a cheat sheet for the exam. Then you will be much less likely to fail in the interview
Why is this important? Interviewing – the art. No one began to draw pictures from scratch – we all need to start practice. If you have questions ready, you will be able to interview effectively. The Council has 90% of the readers have to yawn and decide to move to the next Board. Well, nothing! 
Check may be, the council is not so bad?
Rule 7. Ask open questions. Recently I was at the interview in a large IT company. Interviews are held head of department for recruitment. And ask me questions, do not leave even a chance to respond "true": "Do you like to learn a new one?", "Are not you afraid the stress of work?", "Are you ready to communicate much in English?", "Do you like responsibility?", "You ready to take immediate, important decisions? ". Do you think I could answer anything but "Yes!"? No! I have not been abandoned and stand a chance. No wonder that the results of the interview I was told that I am an ideal candidate. Moreover – would not be surprised if the manager all the candidates during the interview are perfect!
Why is this important? Trite but true: all applicants attend an interview to get a job. Nobody goes to them for fun:) So, everyone wants to please. Or almost all? Such questions you will immediately makes it clear what the answer will like it. And in vain:) You have to be smarter!
Solution: Ask open questions. Are called open questions to which there is no definite answer format. Let the candidate answer as it is more convenient. You get a lot of useful information! Ask that person like the most about the work, and that – not like it. So you get a more realistic response.
Rule 8. Pay less attention to theory, and more – in practice. You really matter whether your employee knows what the "effect of the pesticide, if he does not understand how this information to use in your work? Perhaps the term "black box" is more important than the ability to structure information and to find errors? Hmm. I do not believe:)
Why is this important? Because many theorists and not enough good people. I’m thinking to create a "dictionary of the tester for an interview." 30 terms – and a good salary is provided;) but not in such wise managers, as we are with you.
Solution: Ask questions about using information rather than on theory. Ask the person how to circumvent the effect of the pesticide. Ask what the drawbacks of using black box and how to compensate for them. Asked to write a version of the test Case. Bug-report? Read his opinion, how to test for lack of documentation. Learn how it works – not that he knows! You do not take it for a dictionary, and for testing?
Rule 9. Make sure not only that the man says – but for how he speaks! Now a little theory goes, get ready to record. Any words carry so-called nominative and connotative side. Nominative – it’s a fact. Connotative – is the author’s attitude to his own statements. For example, the phrase "I had to test-drive the Case" is part of the nominative (the employee served as a test-Case) and connotational (he obviously did not like it, judging by the word "had").
Why is this important? Imagine that you are looking for staff to perform routine manual Keizo. And the candidate knows it. Therefore, the question "what would you most liked to do at the last place of work?" He can answer about the test run … that in fact he did not like. And he answered, "I had to …". If you do not notice the connotation, you may decide that the employee is right for you. But then do not be surprised!
Solution: watch out for words such as "had »(-)," was necessary »(-), "unfortunately »(-)," because »(-), "»(+), had the opportunity to ‘get »(+), "result »(+)," fortunately "(+), etc. Very quickly you create your own vocabulary. Pluses here already for two: You will not only be able to better understand people, you still will be interesting to interview! Feel at least a private detective:)
Rule 10. Test your cup! Or spoon! Or calculators, elevators, jeans and even cigarettes. Give the applicant the job – and see how it will respond. Do not interrupt him with hints that he already knows that you are the boss. The main thing – to follow closely his thoughts!
Why is this important? Because testers need to test. It is this ability to you the most important thing to assess.
The solution: give the candidate any tests, but concentrates on the number of responses. Look for the train of thought. Can the expert use of all the types of tests, which are described in the theoretical part – or did not guess the elevator to check on performance? Able to prioritize the tests if he or begin testing a calculator with division by zero? Whether it will allocate the equivalence classes, or will ride the elevator to each floor on each floor, getting neighbors to sleep?
Rule 11. Record the results of the interview. Yes, again the paper, again you want to yawn:) But otherwise, you have a chance to forget everything, especially if the applicant has caused you the personal response – negative or positive. I could not talk about the paper and simply advise to be objective – but without papers is quite difficult …
Why is this important? Because when you read about objectivity, then clearly decided "it’s not about me." Therefore, it is important;)
Rule 12. If you are the applicant – it is better not attempt to use these tips to better pass the interview.
Why is this important? Because you do not want a job at which you do not need or that you do not like. It sounds corny, but the interview better to be honest:)
So, here it is, as soon as the set of rules on how to successfully conduct interviews testers. Please note that the information contained herein – not "spherical horses in a vacuum." This is the practice. It is possible that some of the writing you do not like to cause skepticism, seem superfluous. Try it! Only then you can decide what you like, and that – no. If you have any questions – please, always try to help. And please, be lazy! But do it efficiently!