Isaac Howard describes how his experience in hiring staff taught him to interview better and recognize who are the best picks for a standout team of testers. According to Isaac, the best job candidates are driven to learn and capable of adapting to change, two traits crucial to testing. Remember, testing is learning and relearning software every day.
Hiring people is the most important responsibility of any manager. Hire the right person and a team can take off and soar. Hiring the wrong person can tear a functioning team apart. Yet, all too often, managers don't give the hiring process the attention it deserves. Usually we are too overwhelmed by the work that made us want to hire somebody in the first place. In this article, Peter Clark hopes to save you time by offering some tips to help you choose the right people to interview.
In this interview, Michael Faulise, the founder and managing partner at tap|QA, explains how the move toward DevOps and away from release management is giving control back to developers, then details why major companies often need partners to leverage CI, CD, and other modern techniques.
In this interview, Melissa Benua, senior backend engineer for PlayFab, explains the new way of life that continuous integration brings. She imparts practical advice for creating builds and running automation on the fly without spending hundreds of hours or thousands of dollars.
In this interview from STAREAST 2015, TapQA's Mike Faulise goes into detail on continuous integration and continuous delivery, the required technical skills needed to implement these methods, and how automation is embedded today.
Finding just the right technical person remains a challenge. Waiting for just the right person to come along, or hiring someone with inadequate skills, can often result in late or high-defect projects. A project will most likely fail if you have not hired the appropriate staff. Learn when to wait when hiring for a position, and when to change what people will do.
The paper provides an analysis of challenges that engineering and human resources managers face when attempting to recruit new staff. Successful staffing of a software engineering organization in an intensely competitive market is described in terms of the key elements of the staffing process and proven strategies that help to stay ahead of the competition.
Anntoinette Gurvin, General Dynamics Information Systems