When candidates hear about interviews in Software Testing, the first thing most of them do is go and Google about interview questions and then mug-up them and finally pray to god that the interviewer should be asking the same questions that they found on some interview portal. My interview with my ex-employer was so easy to crack the interview. There are some very obvious questions that anyone can guess and clear the interview. Now, by asking these questions and getting them from candidates doesn’t mean that the candidate knows how to test. This is a mistake that most of the organizations are doing in interviewing candidates for Software Testing.
Some obvious questions that I have experienced,
1. What is testing?
2. Define QA & QC.
3. What is difference between Smoke and Sanity testing?
4. Define test case.
5. What is traceability matrix?
6. What is equivalence class partitioning?
7. What is boundary value analysis?
Now, after answering all this the interviewer says, “Ah, this is right candidate”. Later, when a selected candidate is put on to the project the project suffers and the management comes to know that they hired the wrong ones. Now, even after noticing the wrong guys out there in their hiring process organizations are doing the same mistake repeatedly.
How many of you reading this blog post have interviewed candidates in Software Testing? If, you are doing a bad interview have you tried to think to do it in a good way? Will you be doing in a good way from now? What is good way of doing it? Give a product to the candidate to test and ask him / her to create a test report. Now, you know about the candidate – how good or bad is the candidate. Most of you know about it, but what matters is, are you doing it?
How I would interview a candidate?
– Give 15 minutes to test an open source product
– Ask him / her to create a test report
– Ask him / her what were the tests performed?
– Talk about some issues and ask them why it is an issue? What is the risk of not fixing that issue?
I would ask many other questions depending on the context which would help me to evaluate / assess the candidate, in order to hire the right ones.
With this I end this blog post and I want you to think about how do you know if you are hiring the right ones at the end of the interview? How can you answer to others that he / she know to test? I hope you would stop evaluating a candidate based on just some answers for questions.
Suggested Video / Presentation: The bad state of software testing interviews
My interests include traveling, driving my SUV, health & fitness and many others. I mentor budding entrepreneurs, testers, teams in any profession.
Latest posts by SanthoshTuppad (see all)
- Mobile App Testing at Test Insane Software Testing Services - September 3, 2014
- Why OCD sucks for me/entrepreneur/anyone? - August 18, 2014
- DIY: SMART TIPS TO TEST! - July 1, 2014