Recruiting methods for testers in IT teams

Pre-tests as a key to success

Recruiting testers for IT teams often starts with conducting pre-tests, which are aimed at testing the technical knowledge and skills of candidates. These tests are designed to evaluate how well candidates understand the basics of software testing, how they handle tools used in this field, and how they approach solving various testing-related problems.

Solving puzzles - practical tests

The next stage of recruitment is often conducting practical tests in the form of puzzles. Candidates may be asked to perform various tasks, such as identifying errors in a given piece of code, fixing problems related to an application, or proposing a testing strategy for a specific use case. Such puzzles allow for better assessment of candidates’ analytical skills and their ability to make decisions based on existing information.

Group task - teamwork

To assess how well a candidate handles a team environment, group tasks are often conducted. During such a task, the candidate must collaborate with other recruitment participants to solve a software testing-related problem together. It is important to evaluate how the candidate communicates with others, whether they are able to listen, express their ideas, and convince others of their point of view, as well as how they handle constructive criticism.

Interview - key to understanding the candidate fully

The final stage of recruitment is the qualification interview, during which recruiters have a chance to learn more about the candidate, their experience, and motivation to work as a software tester. During the interview, it is worth paying attention to how the candidate handles questions about situations in which they had to make difficult decisions, how they solved problems, and what skills they acquired during their career that could help them work as a tester in an IT team.