Who you bring on to your team makes a huge impact on your testing department. My team has been growing this year, and I am currently in the process of hiring another software QA. The process has been more drawn out than it was last time, with a lot of dead end resumes and interviews that didn’t go as expected. It is hard to be a on a job search, but it is not easy to be on the other side of the table either. You are looking for the right mix of skills, enthusiasm, and personality to both bring something new to your department and to fit in with the group you already have. Last time I went through this process, I wrote about QA cover letters, resumes and interviews – but this time, I am thinking more about how to find that perfect person.
In my most recent round of interviews, I encountered a wide range of applicants – from out of work developers looking for something to tide them over until they could find a “real position” to recent grads looking for experience and career changes. How do you find the right one? And what will it mean for your team if you chose wrong.?
A guy in my company was talking yesterday about the “two beer rule.” Don’t hire someone you wouldn’t want to hang out with after having two beers with them. This may be a great rule of thumb. Because, interviews aren’t just about finding the right skills, they are about finding the right match. You need someone who can do the job, but also someone who loves doing it. Someone who wants to learn more and try new things and push themselves. Someone who fits in with your team and hopefully someone who you enjoy working with every day. Are there interview questions for that? Or is it just a gut check?