I find recruiting testers to be somewhat challenging! I don’t know about you – it may be easier for you, but there are a number of issues that I have dealt with over the last few years and I felt it was time to share my recruitment experience with others.
Recruitment is a lengthy process from the point at which you identify that there is a position to be filled through to the successful new hire walking in the door on day, so at the UK Test Management Forum in April I shared a talk with a group of Test Managers and we had some interesting discussions.
(I wasn’t aware of that many people doing talks on recruitment, although after meeting Stephen Janaway last week I found out that he has a blog on recruitment http://stephenjanaway.co.uk/stephenjanaway/ministry-of-testing/persona-based-interviewing/ which is well worth a read!)
Part of my April talk was around my Top Ten challenges with recruiting, and I decided it is time to put them up on the blog and invite your comments.
Number 1 – The ‘Scattergun’ approach.
By this I mean getting in CV’s for a role where the applicant is not suitable.
Now, to be fair, this may not always be the fault of the applicant, as many CV’s come through from agencies as speculative, but it is a time wasting pain, no matter where they come from.
When recruiting, I know what skills I am looking for in a role, and I expect to receive CV’s that contain those skills. There are compromises to be made of course, so if the requirement is for C#, Selenium & Jmeter, if a CV is sent through with two out of the three, then that’s ok, as sometimes a candidate may have similar experience (substitute Java for C# for example).
BUT – and this is the issue – I get CV’s with none of those! Ideally a 70% fit works as it gives the candidate some room for growth in the role, but a zero % fit? Really?
Would you apply to be a driving instructor if you could not drive? No – you have to learn to drive first!
So why are I.T. jobs any different?
It may seem trivial, but the number of CV’s that are sent in for any job can run into the hundreds, and someone has to sift through looking for those elusive CV’s which actually fit the role. I would say that a good 90% are rejected during the initial pass. Imagine what we could spend our time doing instead…….
Challenge number 2 coming soon!