Difficulty in software testing recruitment

I have interviewed about 20 graduate students in January and have little satisfaction. I began to think about whether my requirements were too high or my interview methods were problematic, or is it true that the current quality of graduate students is getting lower and lower?

My ideal candidate, first of all, I hope that he will be interested in testing and feel like Testing. Testing is not a very creative job, but it is a pleasure, many Coding Experts cannot understand it, but they need to discover its fun. They must like testing to discover hidden problems in the software more effectively. Secondly, I hope he has a certain technical foundation. For the technical level of graduate students at school, I don't have high requirements. I only need to master the most basic SQL statements and use Linux commands, understand how to use Java or C to write a simpleProgramThis knowledge is the technology that needs to be used in the project and also the basic curriculum of the school. Finally, it is his attitude and personality. I hope he is a person with a strong sense of responsibility, good communication skills and team spirit. The biggest difference between testing root software development is that, developers can focus only on the modules or functions they are responsible for. In testing, they need to grasp the overall situation, communicate with different people, and assist different people in locating and solving problems, testing is a work of a team. I hope that the people recruited can quickly integrate into our team, learn modestly, and work on the ground.

my three requirements seem to be really high, because when I use these three criteria to measure my candidate, I always start talking to them with hope, and disappointed to say goodbye to them. First of all, there are at least half of the written questions, and the most basic SQL and Linux commands are written into the exam uncertain. "What do you think about this question ?" I asked them with a smile. "I learned it all at school, but I forgot it. I will learn it soon after I have given me time ." They are all graduate students of famous universities, so confident. "Our work requires a certain degree of technical foundation for Java, Oracle, and Linux. How long will it take for you to master it ?" "A week or two is enough ." "Are there any clear requirements in our recruitment requirements ?" "Yes ." "How long have you been from sending your resume to an interview ?" "About two weeks ." "Why didn't you take advantage of the technologies required for recruitment over the past two weeks ?" I still asked with a smile, but most of them were silent. I found that this problem could really help everyone. In fact, I don't want to embarrass them, but they are all well-known university study 1 or study 2 students. These basics can be used flexibly in the third year of college, I often forget these commands, but every time before I go to an interview, I will spend some time reviewing the skills in the recruitment requirements carefully and fighting for them. In fact, what I want to see is whether the interviewer has prepared carefully before coming. I just want to see his attitude towards this opportunity. Inserting a record into the database, someone used add, which really hurts me! My colleague criticized me and said, don't always make demands with attitude. As long as you train him for two months, what technology doesn't? What is the relationship between using Add or using insert? As long as he is smart enough. Is attitude really not important? I really don't need them to have technical foundation? They can really come in without any foundation. These technologies can be mastered by me after two weeks of training, but their attitude is that I have no confidence to turn them around within two weeks. When they can work very efficiently, I am afraid they will go back to school immediately. If the cost of my training is much higher than the cost of my own training, I would rather work hard on my own. Do not blame me for my attitude as the criterion.

A resume is a raw copy of the document selected by the employer. Some resumes look like a draft, or the information displayed does not meet our requirements, we usually give up on further understanding. Some people have beautiful resumes, as if they could do anything, and have a lot of project experience. They seem attractive, but the resume may not be authentic. Every company wants to recruit people who have certain project experience, because this means they can work for the company as soon as they come, which can save a lot of training costs. I also like people with project experience. I also like to talk to them about one or two projects they have worked on, because during this interaction, you can see his thinking, expression, and technology. The project experience in the resume can be false, but it cannot be false during the interview. The communication during the interview is sufficient for us to determine the technical level and Thinking Ability of the person. Many people wrote in their resumes the project they were working on or the project they were working on a month or two ago. When we asked him about the system framework or a function process, the expression is not clear enough. If you go into some further questions, the answer will be unsatisfactory. I am thinking, is it because they are not good at expressing, or they have not fully understood their projects, or even have no experience in these projects? Enterprises should also think about whether they should give equal opportunities to people without project experience, so as not to put their resumes in good shape, but in fact they are not that real. I can understand them, because if I have no project experience on my resume, they may not even have the chance to interview, but they have the chance to interview, however, if you do not grasp the strength of the opportunity or are not prepared to grasp the opportunity, it is also white.

My most important thing is whether this person has the feeling and interest of testing. I hope that he is clear about his development and choice. I hope he can understand why he is applying for a job, if he is looking for a job opportunity, or looking for the company's reputation, and what is testing, I am not clear whether the test opportunity I have chosen is conducive to my long-term development. I just want to work for the sake of work. Can I mine his potential? I'm not sure. However, there are many such candidates.