Helping software testers remain relevant and employable – find out more below
One of the perrenial challenges I’ve had at every company I have worked for is being able to see an organic and evolving view of the product being built that isn’t buried deep in the code, or hidden in high level specs that are out of date. This got me thinking – what if I
There’s growing research that suggests that sitting down all day is bad for you so in a bid to live longer and see my sons growing up I’ve started using a standup desk at work. A few others here at NewVoiceMedia are also using standing desks. I also thought I’d have a go at building a standing
At some point during your recruitment drive you’ll likely use recruiters. The problem is that some recruiters are creating a bad first impression of your company. Your recruiters are often the first point of contact a potential hire has with your company. Here are some ideas on how to help your recruiters create a great
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. What follows are 5 ways that will help you to create effective adverts for recruiting software testers When I
I’ve just posted over on my LinkedIn profile about how a competency matrix may not be helpful in working out your teams competencies. 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. The
Building a successful test team is hard work. I’ve outlined 8 lessons learned from building a team in an article titled “The Blazingly Simple Guide To Growing A Test Team”. It has been published in the October edition of Testing Trapeze. 8 Lessons Learned From Building A Team The article sits along great articles from
Many companies are offering a job in testing. Many companies are offering a career in testing. A career is a series of experiences. These experiences may come from many jobs at many companies. Or they may come from a single place of work with a varied set of experiences. A job is what some companies
We’ve been recruiting heavily for a while now and it’s been an epic journey from those early days 4 years ago when I started here at NewVoiceMedia to where we are today. The Dev team has grown very quickly indeed and we’re still recruiting for talented Developers to join us. I’ve been involved in pretty
Recruiting good people takes lots of time, energy and focus. In my current busy work schedule it’s almost impossible to find a block of time to sit down and rattle through recruitment tasks. So I’ve tried to focus on doing just one or two recruitment based tasks each day. I’ve come to realise that this
It’s very easy when recruiting to rush in to a decision about hiring somebody, especially so when you haven’t been inundated with a significant number of good candidates. Be cautious though when making a decision and be sure that you’ve truly explored the options open to you. It’s sometimes better to delay a hire
It’s inevitable that at some point during your recruitment drive you will need to use a recruitment agency. Here’s how to work with recruiters. Argh – don’t worry – they aren’t all bad, in fact a great many are invaluable for finding you the right candidates. Here’s some of my advice about working with recruitment
Recruiting for the right talent is time consuming. Trust me. I spend a huge portion of my day involved in recruitment activities but it’s well worth it for the end result. Good testers (and programmers/scrum masters etc) are really hard to find and increasingly hard to tempt to your workplace. They are in demand and
Testers need to learn to code *. Period. And here’s why. The market demands it and the supply is arriving. As a hiring manager I’ve personally seen a massive increase in the number of testers who can now code. They may not be able to write production grade feature code, or automated tests, but they
Testers have a main expertise in software testing. Some testers could even have a more focused area of expertise such as usability, performance, security or exploratory testing. When recruiting testers, you’re more than likely looking for one of these testers who has a core expertise in testing. Sounds logical. But this is just an expertise
When hiring testers it’s important to know what problem you are trying to solve. By defining the problem that you have you’ll be able to ensure you solve the problem in the right way, whether that be by recruiting the right person or actually coming to the realization that recruitment won’t help. Throwing more testers
