Impossible tester job spec

When recruiting software testers many hiring managers often look for the impossible candidate who can do everything.

These people don’t exist yet many hiring managers continue to place job adverts that seek out these candidates.

An impossible job spec used for recruiting software testers

An impossible job spec used for recruiting software testers

 

What follows are 5 ways that will help you to create effective adverts for recruiting software testers

When I was early in my hiring career I created the usual generic and weak job adverts that swamp the usual jobs boards.

I listed so many responsibilities, expectations and skills that most candidates didn’t apply. I was seeking the impossible candidate. I was seeking someone who could do everything.

If you do a quick search for testing jobs online you may notice that most of them fall in to two distinct categories.

The first group of adverts are seeking the impossible tester. More on the pitfalls of this later in this post.

The second are somewhat different and aim to seek the niche tester. These adverts are so specific that only a small percentage of testers would fit the bill.

For example they would be asking for “ability to raise a defect using work-flow X in tool Y” and “must be able to use Z best practice” etc. They are so specific that many people will move on to other adverts before considering applying for your job.

Neither style of advert is particularly helpful at getting great applicants. Don’t get me wrong – you will receive applications. There are lots of people applying for every job out there. I’m also sure that some of these styles of advert do work in certain contexts, but it’s my belief that to get great testers you need to do something different.

I believe it’s important to focus on the values of the person and the results that you expect.

The following 5 points may help you to create a different, and effective job advert. Included at the bottom is a sample job advert format.

1. Focus on your team’s values

Hiring someone who doesn’t meet your team’s values will have a corrosive effect on your culture.

It’s my belief that team fit is more important than technical ability.

If you have your values right then most candidates who share these values will learn, adapt and grow as your business does.

If you don’t have your values articulated then spending some time to write them down is helpful. I’ll be writing more about values (and behaviour) in the future as they are key to growing an effective team.

2. Understand the problem you are trying to solve

It’s pointless just to keep recruiting software testers without understanding the problems you are trying to solve. I’ve written about this before here.

It is important to understand the problems your next hire is going to help you solve. This will help you to create a more focused job advert and ensure you’re interviewing for the right software tester. It will also give the applicant a deeper understanding of what the expectations of them are.

3. Don’t always copy what the masses are doing

When we started creating different styles of adverts at NewVoiceMedia many people were skeptical. As it happens the job adverts have worked well.

We often receive feedback stating our advert stands out for two reasons.

Reason number 1 is because they focus on the person as well as the skills. Reason number 2 is because they look and feels different; they are brief and succinct and promote our culture well.

Sometimes standing out from the masses is not helpful though. There may be a reason why the masses do something a certain way. But experiment, be brave and try something new. You can always change it based on feedback.

4. Stop using mandatory and optional sections in your advert

In my opinion most job adverts in the software testing industry contain two sections that I feel are not useful.

These are the “mandatory” and “optional” sections of skills and experience.

The view seems to be that anything in the mandatory is, as expected, a mandatory skill or ability or experience. Anything in the “optional” is , as expected, optional.

The problem with this is that it says little about the actual person and their approach to their work. It also doesn’t cater for those who have the ability to learn new skills and gain new experiences.

These sections can deter good testers who don’t feel they meet the required expectations.

I know I struggled to even articulate the tangible experiences and skills I wanted in someone, let alone which section they should be in.

What would happen if an outstanding candidate applied but they didn’t meet one or two of the mandatory?

What would happen if an underwhelming candidate applied but could put a tick against all the mandatory items?

What would happen if someone met all the mandatory but none of the optional? Or all the optional but none of the mandatory? Or a decent mix of both?

I’m getting confused now but you get the point?

People use these sections in adverts as a filter mechanism and this may be OK if you just want bums on seats but not if you want great testers.

Instead it pays to focus on the person and keep the skills and technologies generic. This sounds counter intuitive but the right person will pick up the skills they need.

So don’t put great testers off with a poor advert.

Job adverts can be filters but I prefer to look at them for what they are; adverts.

A job advert should attract and persuade someone to take a course of action – that’s the basics of advertising. It should draw people in to find out more, not repel them away.

That does not mean lying – far from it – but it does mean using the advert to attract people in.

5. Focus on selling your amazing working environment

You do have an amazing working environment right?

An advert is a chance to sell this environment and attract the right candidates.

Your advert may be the first contact a candidate has with your company. Your job is to inspire them to find out more and communicate to them why your company rocks.

Trust me, to get the best testers you’ll face some stiff competition. Your advert should advertise why a candidate should choose your role (and company) over another. Don’t forget though – your advert should be truthful.

Over to you

I’d love to hear how you stop searching for the impossible tester when recruiting software testers?
And what style of job specs have proven successful for you?


Sample job advert format

Title

A clear succinct industry recognised title works fine.

Feel free to use terms that represent your brand and culture, like Rock Star etc. Be clear in your title about what the role is as this will likely be listed on websites, jobs boards and included prominently in communications from recruiters.

Your Goal

This is where you list the solutions and objectives the person will need to fulfill.

Are they building a test infrastructure, managing people, expected to do awesome exploratory testing or will they be working in the performance engineering function?

Working Here

List here the types of work you do and what the candidate can expect to work on.

Is it a cloud based multi-tenant platform?

Is it software as a service?

Is it telephony based or an accounting package or security software?

What scale are you working at?

How often do you release?

These should all be selling points. If they aren’t you’ll have to work hard to make them appealing.

This section is also an opportunity to explain a little about the activities and culture of your company. Do you run hack-athons and learning events? Why is it cool to work at your company?

Values and Processes

This section allows you to list your values. What core values do you promote?

These values should guide your recruitment and inform the way you lead the team.

If your values are good enough you’ll attract the people who share these values, or want to work in an environment that promotes these values.

This is also a chance to explain some underlying process choices your company have made.

Are you agile?

Do you do pair programming?

Are you doing Test Driven Development (TDD) and Behaviour Driven Development (BDD)?

Tools

In this section you have a chance to talk briefly about the kind of tooling being used.

Try not to be too prescriptive in this section. I find a simple list is all that is required.

It gives people a flavour of whether they could work in this environment.

Remember, this section should not be a “You MUST use X, Y and Z”.

Good people will up-skill and retool.

 

At the time of writing this post there is an open position at NewVoiceMedia for a Software Engineer- the link may cease to work when the advert is pulled from the site.

This is part of a series exploring how to hire good testers – the reverse “how to get a freaking awesome job” is covered in my book Remaining Relevant – a book for testers who want to take control of their careers. It’s full of advice on how to find good jobs, perform well in an interview and take control of your own self learning.

You can follow more posts in the series using this category link – http://thesocialtester.co.uk/category/hiring-testers/ or by subscribing to my RSS feed

I’ve just posted over on my LinkedIn profile about how a competency matrix may not be helpful in working out your teams competencies.

An example competency matrix

An example competency matrix

In the article I outline 4 problems with a competency matrix and a simple solution to all of them – focus on behaviours and results. Here are the four identified problems.

  1. The matrix is often put together based on opinion rather than observed behaviours and results.
  2. When asked how competent someone is they usually claim to be more or less competent than they are.
  3. The skills and experiences in a matrix tend to focus on technology and process skills and not soft skills or learning ethos.
  4. It’s common when compiling a competency matrix to focus on high level skills categories only – this misses some of the gaps within these high level competencies.

If you’re interested in reading more then check out the article on LinkedIn.