The Software Delivery Experts

Agile, DevOps & QA Conference

Nature vs Nurture: Building Great Test Teams

Shaun Bradshaw VP of Consulting Services

The Software Delivery Experts

Why do we need to build test teams?

Over the past 30+ years the business view of testing has changed considerably…

Testing in the 80’s

•  Mainframe applications •  Limited technology choices •  Architect = Designer = Developer = Tester •  User community = highly technical •  Limited, if any, interaction with the business

Testing in the 80’s

Testing in the 90’s

•  Client/Server applications •  Broader range of technology choices •  IT specialization -> testing = entry into IT and, ultimately,

development •  Siloed development environment (waterfall) •  User community = business users •  IT “serves” the business

Testing in the 90’s

Testing in the 00’s

•  Web-based applications •  Even more technology choices •  Testing as a career! J •  Agile takes root •  User community = everyone •  IT and business merge

Testing in the 00’s

Testing in the 10’s

•  Apps are everywhere •  Unlimited technology choices •  Testing is a necessity •  Fewer walls between dev and test (literally and figuratively) •  User community = everyone, everywhere •  IT and business are virtually indistinguishable

Testing in the 10’s

Impact of Changes on Test Teams

•  Expanded testing needs, leading to more testers •  Increased interactions between testers and developers •  Increased domain and technical knowledge required as

automation becomes larger part of the testing role

Building Test Teams – Common Model

•  Identify technical skill requirements and amount of experience needed

•  Work with recruiters and staffing agencies to identify

people with the requisite skills •  Sift through dozens of resumes looking for keywords and

experience

Building Test Teams – Common Model

Building Test Teams – Common Model

•  Interview prime candidates based on the resume information

•  Hire individuals based on interview results

•  Results •  Hire experienced individuals with (hopefully) the

requisite technical skills •  Limited interaction and knowledge of their soft skills

and ability to learn and communicate •  Disparate skills, backgrounds, experience across

the team (this has its pros and cons)

Building Test Teams – Common Model

•  Why only target testers with prior testing experience? •  Consider a different approach

Building Test Teams – Recommended Model

•  Establish relationships with “local” university IT, IS, CS, Math, and Business departments

Building Test Teams – Recommended Model

•  Begin the filtering process

•  Gather information on graduating students •  Meet with classes and/or have brief, mostly non-technical,

conversations with recommended students – get a sense for their ability to communicate, learn, and understand

Building Test Teams – Recommended Model

•  Continue the filtering process (the goal is to have 15-20 candidates)

•  Have current test team and/or development team run

technical interviews with the best candidates •  Technical abilities •  Soft skills •  Personality •  Cultural fit

Building Test Teams – Recommended Model

•  Invite the candidates to 1-day testing workshop

Building Test Teams – Recommended Model

•  Use the workshop as an opportunity to evaluate •  Tester’s Mindset •  Interest in testing as a career •  Engagement during the class •  Understanding/comprehension of basic testing concepts •  Gauge the candidates’ interactions with each other

•  Serves as an extended interview

Building Test Teams – Recommended Model

•  Invite the 5-10 candidates to multi-day testing/automation boot camp

Building Test Teams – Recommended Model

Building Test Teams – Recommended Model

•  Make final team selections based on •  Technical aptitude •  Demonstrated eagerness to learn and lead •  Ability to work with the rest of the candidates/team •  Ability to communicate with the rest of the candidates/

team

Building Test Teams – Recommended Model

•  Technically capable team of testers •  Immediate team cohesion and knowledge of each

other’s strengths/weaknesses •  Assurance of cultural fit with existing team members

Key Benefits

•  Shorter introduction period and less expensive than intern program

•  Better insight into who you are hiring vs. common

model

Key Benefits

•  Lunch and Learns •  Advanced topics •  Conference presentations

•  Mentoring programs •  Incentives for blogging and presenting •  Training development

Continued Team Growth

Ø  Final questions or discussion?

Thank you!

Questions?

Zenergy Technologies | 336.245.4729 | Zenergytechnologies.com | contact@zenergytechnologies.com

Shaun Bradshaw shaun@zenergytechnologies.com

Contact Info