Personally, I have been afraid to express my opinion on the development of testing career because I am a half-way tester. Over the years, it has also grown secretly and wildly, from a small test, to a test leader, to a test manager, and now it has returned to advanced testing. Until now, I dare not say that I am proficient in testing.
I have interviewed 100+ testers. I first screened people for outsourcing, then recruited the team myself, and now I interview for the boss.
I summed up, generally four types of people:
1. Just graduated from university and working soon;
2. After two or three years of testing, my own style has just formed;
3. The test work has been done for more than 10 years;
4. Tired of development, turn to test...
No matter what kind of people, the polarization is very severe. Some people are extremely good, some people are weak, and there are very few people in the middle who are malleable. Then no matter what kind of person, no matter how strong or weak, the salary must exceed his own level. If you want a high salary but don't work hard to improve your technical level, you can't just daydream!
01 Working for 10 years...
Let's talk about those who have worked for more than 10 years. These people have generally formed their own testing habits. Note that I don't talk about the system, because few people have their own testing system. And stick to this habit for many years.
Such people are stubborn and insist on doing things according to their own experience. In my personal experience, such people are usually domain experts or managers. If not, you can basically reject directly, of course, true fanatics are not excluded.
In fact, such people rarely come out for interviews. Their shortcoming is that they are getting older, and their skills and thinking are slightly behind. If they interview front-line testers, their competitiveness is weak . If you are interviewing management, it is a matter for headhunters and upper management.
02 Working for 2~3 years...
Then there are students who have worked for two or three years. These people generally have two reasons for choosing to change jobs:
1. I couldn’t get development in the original company. I have been familiar with the general business in two or three years, and the interpersonal relationship is also good. I guess I am a little tired of aesthetics.
2. Salary does not meet expectations. People in two or three years basically hope that their salary can be doubled. Those kind of people are actually the backbone of the company. As the saying goes, if they can do coolies, they can work overtime. Those people are very competitive, and there are many outstanding ones. These are the best people to use in my experience.
03 University graduates…
Then college graduates, I've had a lot of interns and kept in touch after they left. I found that I did a good job during the internship, and I also did a good job later, and vice versa. The characteristic of this kind of people is that they are blank paper, easy to shape, and have good execution ability . Of course, there are many strange students nowadays, and some of them are not suitable for work at all. So I basically pay attention to whether the intern is dedicated or not.
04 From development to testing...
The last category is from development to testing. I am from development to testing myself, but I like development and I also like testing. I generally welcome those who do well in development to transfer to the test, but for those students who do not do well in development, I want to say that you may not be able to do a good test.
Looking back, what kind of people are recruited for what kind of positions, and what kind of salary is given to what kind of people. Grade has nothing to do with the type of person, it is only related to strength. It's a pity that many companies don't do this. Many companies hope that it is best not to hire an all-rounder.
05 Interview Requirements…
Let's talk about the interview requirements. I have worked in several companies and interviewed many companies. I deeply feel that the industry basically regards testing as a universal recruit. Do testing work, development work, operation and maintenance work, and then give a basic test salary. Then in addition to that, various skills, development languages, testing tools are also required. As a result, I joined the company and couldn't use anything.
When I was interviewing, I paid the most attention to:
1. Communication ability;
2. Expressive ability;
3. Whether you are modest and prudent.
There are few questions about test theory and test methods. I personally feel that testers don't need to stick to these classic testing things. For example, the test method, which can find problems and measure risks is a good method.
I often see interview questions like this "Give a very simple small example, such as a login operation, and let the candidate answer how to use the equivalence class method to design a use case." But what is surprising is that less than one-fifth can still give give a satisfactory answer. I can't answer either. But I would say, use a batch of wrong accounts, a batch of correct accounts and so on. In short, there are several branches to test according to your functional design. So it doesn't matter, as long as the test works.
Why do I emphasize communication and expression? That's because the testing work basically does these two things. The slightly good communication skills I mentioned are actually very demanding. Some tests are easy to pass, and some training takes half a day. Next time you execute the use case, I will ask you how to do it.
A good test can write beautiful test cases after a 10-minute meeting with PM. A good test can report a bug that developers don't need to wonder about.
So let him write a test case and report a bug is enough. Are you sure you need him to know Python, Jmeter, and Selenium? Of course, if necessary, please raise the salary appropriately.
During the interview, I will also ask about career planning . My favorite is the kind that hopes to make more money, and the least favorite is a bunch of people who love testing and hope to go black on this road, because I obviously think you don't like it at all.
In fact, I am also very confused about career planning. Judging from the current situation of testing in the industry, few companies care about the career development of testers. They only need you to do testing safely. So most of it is up to you.
I am not in favor of testing for long-term planning. Testing is different from development, and testing is a profession that needs to embrace change. So my personal plan is to unremittingly improve my own attributes, and the additional attributes will change with the project. Of course, the higher the better. Blacksmith need its own hardware.
06 Summary
Above, I have mentioned some things that the current corporate interviews make individuals feel very boring. Looking back, I have to agree with them. The current test students are generally low in standard. The problems encountered by students on the Internet have basically been encountered in my interviews. This is also an old-fashioned question. A test guru suggested that it is very good to read more books and not have bad breath.
Of course, I have a few more suggestions, and they are prioritized suggestions:
1. Health first, don't sacrifice your health at any time;
2. Family first, never give up family for work;
3. Learn more while you are young;
4. Work for yourself, not for the company;
5. Work is work and just work.
I didn't do it, but I did it for the future. The ups and downs of career development, the vicissitudes of life, knowing the changes in temperature! I also reorganized the testing industry and revised my personal development goals. I hope to share and discuss with you the experience, experience, methods and methods during this period, help each other, encourage each other, and spend the testing career together!
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