tag:blogger.com,1999:blog-33994636.post8346191351126617236..comments2017-05-11T11:35:23.680+05:30Comments on Coffee with Ajoy Singha: Hiring Practice in Testing Industry - Can we change it?Ajoy Singhahttp://www.blogger.com/profile/08910292572520010141noreply@blogger.comBlogger15125tag:blogger.com,1999:blog-33994636.post-78516337809005960602011-06-27T12:22:33.138+05:302011-06-27T12:22:33.138+05:30HI ajay.
Nice post.
U r right.Our hiring process i...HI ajay.<br />Nice post.<br />U r right.Our hiring process is not proper to find good employ.Every where process is started by HR.Hr of company is only interested to know that about our self ,our organization ,our salary packege but not our technical skill.& almost every interviwers ask lots of definations related to softare testing in interview.I think from that we are not using 20% of defination in our real life testing.If u r able to give answer then they will pass u.even i have experiance that some of company make examinition paper like ISQTB .they covered all quetion related to ISTQB in that.if u r able to give answer for that then they will hire u.I think this is not gud way.Many skilled testers are not able to do this.But they have very good logical skill ,analytical skill ,writting skill ,inovation skill.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-33994636.post-35823853994189161432011-06-02T15:46:23.009+05:302011-06-02T15:46:23.009+05:30Ajoy,
I'm not a IT guy but i think the hiring...Ajoy,<br /> I'm not a IT guy but i think the hiring practice that you have suggested is great one. This process is good when you want a person who can give direction to a team and who can think for a team but in today's IT scenario you also need people who can do the rote work which a real thinker would not want to work on. The hiring process needs to define what kind of person you need. If you need a person who can give direction, give break through solutions then you need to hire a person as you suggested but if you need a person who is expected to work on exactly the same stuff everyday without giving a though then hiring a thinker would be suicide for the firm. you need all kinds of people in a team. 10% are leaders and thinkers, 20% are opinion makers who understand the leaders and thinkers but are not thinkers themselves. these 20% are people you need to make the rest 70% work on rote jobs. The percentages would vary according to the task that needs to be completed but you need all three kinds.<br />Regards<br />Saket PofaliSakethttps://www.blogger.com/profile/10592357461954343286noreply@blogger.comtag:blogger.com,1999:blog-33994636.post-7738393222860572142011-04-20T22:17:49.095+05:302011-04-20T22:17:49.095+05:30Ajoy, This is excellent and is right on. I am also...Ajoy, This is excellent and is right on. I am also a hiring manager and it can be challenging to assess testing skills and abilities. Many candidates are out of college and are not really sure what we do as testers. So part of my process is educating them and then trying to figure out if they are a fit. I do have a sample, real-life problem I present candidates; however if they do not have testing experience they typically cannot provide much feedback. <br /><br />I am refining my interview approach as I learn more from all the wonderful blogs from people like yourself willing to share information. I find hiring a tester the most difficult job to fill. <br /><br />Thanks again for the article! BerniceBernice Niel Ruhlandhttps://www.blogger.com/profile/08523308188549450930noreply@blogger.comtag:blogger.com,1999:blog-33994636.post-80486967095126308912011-01-05T08:18:55.234+05:302011-01-05T08:18:55.234+05:30nice post sir.HR ppl should think about this.hope ...nice post sir.HR ppl should think about this.hope for best.Unknownhttps://www.blogger.com/profile/16511945351285710846noreply@blogger.comtag:blogger.com,1999:blog-33994636.post-52856142014770258152011-01-03T11:12:52.455+05:302011-01-03T11:12:52.455+05:30Hi Sir,
very nice post for HR to recruiting well ...Hi Sir,<br />very nice post for HR to recruiting well employees.<br />thank's for sharingmp tyagihttps://www.blogger.com/profile/07146185109499491713noreply@blogger.comtag:blogger.com,1999:blog-33994636.post-71619926334184077572010-12-31T18:26:32.537+05:302010-12-31T18:26:32.537+05:30very nice post Ajoy... U have represented the true...very nice post Ajoy... U have represented the true picture of nowadays hiring process..VisualThinkershttps://www.blogger.com/profile/13289326142743231703noreply@blogger.comtag:blogger.com,1999:blog-33994636.post-62047593564785859042010-12-31T11:14:08.658+05:302010-12-31T11:14:08.658+05:30nice post sirnice post sirNishi Sharmahttps://www.blogger.com/profile/13440437047778174360noreply@blogger.comtag:blogger.com,1999:blog-33994636.post-80361268721418365452010-12-31T10:16:43.789+05:302010-12-31T10:16:43.789+05:30Hi sir,
I m truly agree with u.., hope that the p...Hi sir,<br /><br />I m truly agree with u.., hope that the previous trend will change as the year change...nd happy new year..chander kant saini.ChanderSainihttps://www.blogger.com/profile/00940328217766896087noreply@blogger.comtag:blogger.com,1999:blog-33994636.post-80184500846517106112010-12-31T08:07:34.776+05:302010-12-31T08:07:34.776+05:30Very nice work!! HR ppl should read this and think...Very nice work!! HR ppl should read this and think about the new hiring process, not only by HR ppl but also its very importent to Technical ppl who take part in hiring!<br /><br />_HMHira M Sharmahttps://www.blogger.com/profile/10111140941413649177noreply@blogger.comtag:blogger.com,1999:blog-33994636.post-61103528472276790082010-12-30T23:53:42.736+05:302010-12-30T23:53:42.736+05:30A very important and very insightful post from tec...A very important and very insightful post from technical recruitment perspective.<br /><br />Great!<br /><br />jahaanJahaanhttps://www.blogger.com/profile/01754560509974084816noreply@blogger.comtag:blogger.com,1999:blog-33994636.post-20824561822221190222010-12-30T20:55:43.402+05:302010-12-30T20:55:43.402+05:30Nice post, thanks for sharing.
I agree with Darr...Nice post, thanks for sharing. <br /><br />I agree with Darren that a company needs to sell itself just as much as the candidate does, and not just in the advertising but also during the interview process. I have heard of many people rejecting job offers because the people conducting the interview seemed unprofessional or unapproachable. <br /><br />An interview should be used to find out if the candidate is going to be suitable for the role. I doubt many roles require full knowledge of ISTQB definitions and yet they are frequently used to filter applicants. When conducting an interview I have always asked the candidate to demonstrate skills and even better, actual examples of how they would do the work. Use role play, open questions and try to move into a more conversation based interview to get the candidate to relax and actually show you who they are. <br /><br />If you can get the recruitment right then you are half-way to a great test team.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-33994636.post-59690471210122407782010-12-30T19:26:06.534+05:302010-12-30T19:26:06.534+05:30Excellent post, i hope this will change the hiring...Excellent post, i hope this will change the hiring process.Unknownhttps://www.blogger.com/profile/09658441565342675996noreply@blogger.comtag:blogger.com,1999:blog-33994636.post-87677326297330175802010-12-30T18:24:37.319+05:302010-12-30T18:24:37.319+05:30Hi Ajoy,
Moolya will be successful in recruiting ...Hi Ajoy,<br /><br />Moolya will be successful in recruiting good employees not just because they have two reputable & excellent people at the helm, it's also because the way they sell themselves as a forward thinking, fun, exciting company to work for.<br /><br />I disagree that their strategy will work for everyone, in fact it would only work if the company can sell themselves to potential employee's like Moolya have. <br /><br />Remember to hire excellent testers you have to sell the job to them as much as you as a company have to ensure you're hiring the correct people. <br /><br />The vast majority of top class testers are happy in their current jobs & if they're not they are looking elsewhere for that special company that will let them influence their working process with their ideas. That's your opportunity to entice these people, they'll not come simply because you want them to spend 30mins to an 1hr showing why they should hire you prior to an interview, you need to sell your company just as much to them to get them to invest that time wanting to join you.<br /><br />Very nice post, thanks for sharing.<br /><br />Cheers,<br /><br />Darren.Darren McMillanhttps://www.blogger.com/profile/15372641324627882128noreply@blogger.comtag:blogger.com,1999:blog-33994636.post-15534173699903419502010-12-30T12:40:41.027+05:302010-12-30T12:40:41.027+05:30Nice one.Good eye opener for HR managers.Nice one.Good eye opener for HR managers.Unknownhttps://www.blogger.com/profile/04859417918481762789noreply@blogger.comtag:blogger.com,1999:blog-33994636.post-73572042846905295182010-12-30T08:04:03.901+05:302010-12-30T08:04:03.901+05:30nice post. I hope hiring managers read this.nice post. I hope hiring managers read this.shilpahttps://www.blogger.com/profile/06869099963649136163noreply@blogger.com