A Challenge: Hiring Software QA
A Challenge: Hiring Software QA
Recruitment is always a daunting task and you don’t want to get it wrong because that may cost your company financially – and potentially even legally. When it comes to recruiting new employees, you may feel like there is a distinct lack of talent in the Software QA world.
That’s mainly because many traditional recruiting methods don’t find the right people for the industry and you end up with applications and CVs that don’t help you, or worse, are from applicants who are not vetted nor suitable. You find that you don’t know how to sift through those useless CVs in a way that does not put any added pressure in terms of time or business processes on the hiring managers.
General placement agencies often do a bad job with recruiting when it comes to software QA because they simply do not understand the software testing industry very well and the unique needs of the business. Furthermore, some don’t read client needs properly and they end up following their own set formula for every recruitment, regardless of the industry. As a result, many times the general hiring process for software QA testers does not always guarantee that you will have an employee who meets your needs or has the right skills.
Some may argue that this applies to every field, but that is not necessarily true. Take for example a developer role. Many companies have coding exercises and other means to test developer skills and knowledge. Apart from quizzing about automation, the same cannot be applied to a software QA role at the same level.
Getting a good software QA requires the right network and a proper recruitment process
But many general agencies cannot afford the process because they don’t have the particular skills nor are interested in acquiring it.
At AwesomeQA, we have six stages for the software QA interview process, which include multiple tests and interviews all centered around software, testing, and software skills. Rather than shifting the full burden to hiring managers, we ensure that our members are actually fit for the job. That way, the task of hiring managers is to determine if the shortlisted candidate is suitable for the role and that he or she fits into the team dynamics. This not only makes hiring easier but also makes it much more effective.
Another dilemma faced by many companies is that depending on your business needs, you may not need a software QA on staff at all times. It might make sense to outsource your staffing for software QA; but outsourcing is not the answer for all the challenges you might encounter. Sometimes you simply cannot outsource, like when you are concerned about legal or confidentiality matters.
That’s where we come in. At AwesomeQA, we are peculiar about recruiting and building top notch teams. While it has been a very challenging task, one which calls for an average of 3 months to onboard a single software QA resource, we recruit only the top 6% of experienced software QA & testing professionals. Those are the qualified professionals that are adapted to our clients’ projects, on-demand or permanently, based on their availability, specialty, level of experience, location, and the assignment.