Recruitment is very time consuming and also very difficult in my experience. It’s a bit like buying a house, if the right house isn’t on the market when you’re looking, do you just “settle” for the next best thing or do you drop out of the market and come back later? Unfortunately, when we’re recruiting it’s usually because we need some NOW!
I’ve recruited hundreds of Testers and Test Managers over the past 25 years and have developed several tools to assist me along the way. Behind these tools is my inherent belief that we can teach someone technical and business skills, but we can’t teach them how to be. How to be is usually what matters most when being with other humans. During my later years (since I turned 45) I have applied a rule to my own job searching and that simple rule is that I have to “like” the people I am working with. So, the obvious question is “How do you work out if you like these people”? For me it’s quite simple – I listen to and watch how the people interviewing me respond to various questions and answers that I provide. It usually takes me less than 5 minutes to decide this, so the rest of the interview is about enjoying the chat or working out how to close it down.
When I’m the one doing the recruiting I use my “A to Z of Beliefs” to determine whether I want someone on my team. This list is not cast in stone and I usually share it with my management team so that we can massage it for the specific company or project. The way it works is that we look for specific qualities in the people we are interviewing and if they possess more that 80% of the qualities we believe are important then we offer them a job. Obviously some qualities are more important than others and therefore we usually prioritise the “Top 3” and make sure these three are always present.
You may question some of the beliefs listed below, but as I said these are my beliefs in relation to what is important in creating an effective software testing team. So, here is my current “A to Z of Beliefs” that I recruit to:
Bravery (in making decisions)
Daring (to be different)
Family & Friends
Justice (for all)
Knowledge (the quest for learning)
Love (for one another)
New Ideas (open to)
Understanding (of others)
Xcellence (yes, I know that’s a slight cheat)
Youthful (in attitude, not necessarily years)
This approach has worked really well for me in both assessing prospective employees and employers. I’ll be very interested to hear your thoughts on this approach and list.
Dateline: March 12, 2013; Melbourne