We all make decisions every day — People follow basic logical process for making decisions. Are you a good decision maker? You have to realize that in reality different forms of decisions are ok for different cases. Here are some questions that can be asked:
I like to think that I am pretty good at finding testers who can think, communicate, and fit into the team. I have three questions that I like to ask that really help me determine if the person can think and communicate.
In the 13 years that I have been interviewing testers I have hired roughly and only regretted the hiring of three of them: This tester was the fourth person I hired and he was the husband of a friend. She transferred from another division and I only did a phone interview with her. One was let go during a round of layoffs.
She answered the questions well and then was just a really bad tester — not willing to learn, change the way she approached problems, not a good problem solver, seemed to like documentation over testing. How did I achieve such a high success rate? Well, first off I did not search for domain experts.
I often had to hire for roles that were very specific e. Physical layer tester for DSL lines — there are not very many testers with that type of experience. I found out fairly early on that in my context it was much easier to find a critical thinker, problem solver that could then learn the domain instead of a Interview questions to determine critical thinking expert who would not be able to think his way out of any simple issue in the lab.
In my last 4 years at Alcatel-Lucent there were three test managers. John Hazel and I worked very well together and he is the author of one of the questions that I use.
Whenever possible, John and I would interview together and we would enjoy the entire process. The other manager never really followed what John and I were doing. Michel had a position to fill and he went about hiring a new University graduate without asking for help from John or me.
He would ask other testers to pull cards, run cables, and reprogram SIM cards. One important aspect of my hiring practice is to focus my hiring on people directly out of University or College with a good working knowledge of computers.
I have found that I am FAR more likely to find a superstar this way than to look at people who are floating around in the industry with many years of bad habits er, experience. These people will have graduated, and if they have a computer science or electrical engineering degree then they should be able to code tools or automation to a satisfactory level.
I honestly just make the assumption, and if I find out that I am wrong, I can either move them into a manual test role, or just let them go. I have never had to do this though.
If this is not the case, then you have a much harder battle to fight with your management organization. Cut to the chase, Paul. Here are my three interview questions that I like to ask in the interviews. What was the result? The questions that I ask are fairly long in situation but the answers are fairly simple: I describe a hypothetical situation to them.
I let them know that the setup is fairly long but the answer I am looking for is fairly simple. The run the test on Friday and everything is fine. They send out an email to the team telling them to promote this code.
If they had found an error, then they would have had to send an email to the owner of the failing section of code to have them fix it. They are going to take a week off, and they ask me to perform the testing while they are away.
When they return from vacation 10 days later they discover that the load does not work. They ask me how the testing had gone while they were away, and I tell them that I completely forgot to perform the tests. They quickly send an email off to the owner of the failing module and she says that there many check-ins throughout the week including weekends.
She needs to know the first load that failed.
Oh, she is going on vacation in 4 hours. So, they have a load that worked last Friday, and now, 10 loads later we do builds on the weekends toothey have a load that does not work.The manhole cover question was made famous by Microsoft as an interview test question to evaluate the thought process of job seekers, or their critical thinking process.
Employers don’t expect your brain to be loaded with useless information, but they do want to see how you get from A . Career Services Wayne State University F/AB Behavioral Interview Techniques – The STAR Approach Situation or Task Describe the situation that you were in or the task that you needed to.
Interview questions. A free inside look at Critical thinking interview questions and process details for other companies - all posted anonymously by interview candidates. Then of course, there are the interview questions.
If you think back to when you were interviewing for jobs, there were probably a few questions that you dreaded and you wondered why employers bothered to . These questions are simply starting points for interesting discussions in job interviews. Hiring smart software developers is not easy.
If you’re not careful you might end up hiring a bunch of moronic mandrills, like I did last year. And you don’t want that.
Trust me. Stand-up meetings are very. Thinking about what an interviewer might ask can help you determine what assets you bring to a company and why they should hire you for the job.
Catherine. "10 Critical Interview Questions to Prepare For." Work.