<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=555865791448670&amp;ev=PageView&amp;noscript=1">

Hire job fit candidates. Faster.

All Posts

software testing interview questions

Are you a test manager, QA lead or recruiter assigned to building and growing your testing team? Or are you asked to find and recruit your company’s best next tester? I think I will able to help you then.

Why is hiring testers such a challenge? Where are all the awesome testers hiding? How do you know whether a tester is awesome or not? Hiring good and experienced testers becomes more and more difficult. So the important question is how to evaluate and hire a dedicated tester?

Interview Mocha, an online skill test platform, has come up with this article along with the interview questions, we will tackle the various stages of tester recruitment, namely: Assessing them. Interviewing them. Hiring them.

 

Step 1 – Look for the Software Tester Skills Set

 

skills for software tester

 

Have a clear understanding of what attributes are important for the role you’re trying to fill. If you want to hire the best testers for your team, it would be wise to spend some time figuring out what skills and attributes are most important to your organization. Take this as guidance, bookmark this and later on use it for your next hire.

Domain Knowledge – A tester should be the domain expert to understand the concept and basics of a software or application. He must have good knowledge of the domain of the application, to test it thoroughly. Obviously, a good tester should be well versed in writing test cases and test plan. He should be strong in requirement analysis, regression testing and bug isolations.

Test Automation and Technical Knowledge - They must have sound technical knowledge to determine which tests must be automated at which layer, execute tests on a constant basis, utilize the availability of various testing tools, provide worthwhile metrics to the organization and choose the appropriate and latest set of tools in order to help the testing effort.

Understanding of Multiple Testing Methodologies - In testing, there are many methodologies and techniques including manual testing, automated testing, security testing, and performance testing. Every company and project might use a different methodology, so it’s critical that a great tester understands how to apply these techniques.

Analytical and Logical Thinking – A great software developer must be able to analyze the given business situation and judge all the possible scenarios. He should be consistent in analyzing and solving complex, multi-step problems.

Good Communication Skills - A good software tester must have a good verbal and written communication skill. Testing artifacts (like test cases/plans, test strategies, bug reports, etc) created by the software tester should be easy to read and comprehend.

Now you need to figure out whether or not they’re right for your team, and whether they have the skills you’re looking for.

 

Step 2 – Test candidates before interviewing them

 

online test for software testing

 

In the traditional interview scenario, once you interview a candidate then you will make a decision based on gut feeling. Then, you’ll spend the rest of the time looking for reasons to justify the decision you have already made. If you want a more scientific outcome, you need to move away from this model. I have a suggestion for ways you might proceed instead.

As an employer, you can easily evaluate candidate’s knowledge on various concepts and technologies with software testing assessment. Interview Mocha’s online test for software testing consists of questions and tasks whose difficulty matches the responsibilities the candidates for the job role you are hiring.

Assess software testing skills of candidates for Load Runner, QTP, Selenium, manual testing and more using Interview Mocha's validated online tests as well as candidate testing software.

LoadRunner Test - Use Interview Mocha’s online LoadRunner skills test to assess & hire qualified testers.

Selenium test – Assess the candidate’s knowledge with online selenium test which covers application-oriented questions to hire best software testers.

QTP Test - Quantify the skills of software tester with Online QTP skills Test and identify potential software testers.

Mobile Testing Test - Evaluate candidates with Mobile Testing Test (Manual) and Online App test (Automation)  to measure the app testing skills of candidates at all levels.

QA Assessment Test - Evaluate candidates with QA assessment test (Manual) and QA  Online Test (Automation)  to measure the advanced manual as well as automation testing skills of candidates to hire for a positin of software testing QA.

Selenium Webdriver Test- Assess candidates Selenium WebDriver automation scripts writing skills with our Selenium WebDriver online test.

Selenium Subjective Test- Selenium online subjective test helps to assess skills like  Selenium Window alert, Saving a file, Selenium with Database connection, Websites response time, SQL injection in websites and more.

Appium Tool Test: Assess candidate’s competence on handling Appium tool for mobile app testing with our Appium Android online test and Appium iOS online test.

Cucumber Test: Use our Cucumber testing online test to assess skills like Cucumber development, reports, command line, debugging and more.

Jmeter Test: Assess candidates skills like Jmeter -controllers, Scripting, Bean Shell Component, Thread Ground, Test Scheduler, HTTP Samplers, Result Analysis with our Jmeter online test.

QA Aptitude Test - As QA should possess strong analytical, logical, verbal and problem - solving skills in order to develop the bug free solution, you must check his skills using our QA aptitude test and identify potential prospects.

Automation_testing_tests

You can always ask us to create a custom test for you. Our friendly support team will help you with a customized test as per your job description. Moreover, these tests are highly secure and can be taken from any part of the world as long as there is an internet connection. So, what are you waiting for? Choose our online testing software and start testing candidates now !

online test for software testing

Step 3 – Software Testing Interview Questions

In order to hire a passionate software tester, don’t just focus on the experience, but more importantly, gauge their logical and critical thinking skills. I have compiled some good questions to ask a potential prospect that can help you to assess the candidate’s testing & automation skills and behavioral & character traits.

Software Testing Interview Questions

1. Explain stress testing, load testing, and volume testing.

2. How can software QA processes be implemented without stifling productivity?

3. How to handle the low frequency issues during you testing?

4. Give me five common solutions for software developments problems.

5. When do you choose automated testing over manual testing?

6. How to overcome the challenge of not having input documentation for testing?

7. How to launch the test cases in Quality Centre and where it is saved?

8. Inconsistent bugs – Why onsite can find it but offshore can’t and vice versa – How to handle this situation?

9. Please provide information (an example) of your experience testing Linux and UNIX environments (including a type of system tested, how tested, actual commands and steps used for test) Testing applications using Linux and UNIX.

10. How do you decide which tests to automate? Which tests don’t you automate, and why?

11. How do you create a test strategy?

12. How do you make sure that it is quality software or product?

Apart from these technical questions, ask these following questions to find out more about candidates software testing experience.

13. What are the tools used by you while testing?

14. How have you successfully helped launch a product?

15. What process are you using for testing currently? Can you describe how you might improve it?

16. What challenges they came across and overcame? Can you tell me about some specific software testing challenges you’ve faced, and how you overcame them?

17. Do you measure how effective (or not) your testing is? What metrics do you use?

18. How to handle a situation when you don’t have time for complete testing?

19. Have you automated any of your tests? How?

20. Tell me which one the Most Critical Bug you find in your Life? What was the Severity? How it influenced?

21. What’s your favorite testing tool? Why? If some technical constraint meant you were unable to use it, what would you do instead?

22. How you coped with having to learn any new skills?

Food for Thought

Software Testing Interview Questions

Software not only involves manual testing, but its scope widens to performance analysis, security analysis, writing test automation, security frameworks etc. This makes a tester’s role crucial. So consider them at par with the developers.

I could go on and on about this.  It’s not meant to be a fully comprehensive guide.  I hope this will give you some food for thought and perhaps you can look at your current hiring process and choose a few small things that could potentially be changed?

Or maybe you have some of your own approaches to recruiting software testers that have worked for you instead. If so, we’d love to hear about them in the comments below.

cta-3

Nikita, Interview Mocha
Nikita, Interview Mocha
Content Writer at Interview Mocha

Topics: Technical Hiring

Related Posts

Benefits of One Way Video Interview!

Human civilization has had technological advancements one after the other over the years. These advancements have taken over the recruitment industry too. The recruitment industry has come a long way, refining and making its recruitment process more advanced and easier for both candidate and management.

Recruitment Trends To Expect In 2020!

In recent years the recruitment process has evolved and continues to do so! It is all about data-driven recruitment now, with a pinch of human emotions! Many new trends came in the recruitment industry over the past couple of years, years pass and trends change!

Employee Engagement Trends to Watch for in 2020

In a landscape full of expensive work laptops, catered lunch, and other fancy benefits, engaging employees today is harder than ever. Despite these perks, however, the New York Daily reports that 70% of US employees are miserable at work. This is a large indicator of how leaders are still having trouble stimulating engagement with today’s employees, which is a workforce more diverse and younger than ever before. As new developments in technology and social norms occur at such a rapid pace, keeping up with the changing workforce and knowing how to engage employees can get a little difficult. That said, we’ve outlined a few ways you can stay ahead and have listed the incoming employee engagement trends of 2020. Be sustainable The millennial generation, who are in-line to be the next executives, want to work for companies who are sustainable — and the numbers don’t lie. A survey conducted by Swytch found that out of 1,000 employees, 70% are more likely to work for a company that has a strong green footprint, with 30% leaving a company due to not having a corporate sustainability agenda. Fortunately, it’s not that hard for companies to adapt — even using renewable energy is something that most companies can do, as it’s not as hard nor as expensive as it was before. In fact, thanks to decades of improved technology, Marcus notes that it's cheaper than ever to generate power from a solar grid. This is mainly because the cost to make it has lowered, making it possible for solar-powered projects to thrive, and companies to get into sustainability. While it isn’t meant to be a marketing scheme, being sustainable also provides an opportunity for outward marketing and branding as well. Offer remote or flexible work schedules Today’s generation highly values a work-life balance, and by offering remote or flexible work options, you’re fostering a culture that values these principles. This will increase employee retention as they see their employers value the same thing they do. Not to mention, quality of work and productivity will increase as granting them control over their time lets them choose the work times and environments that are best for them. If you want to start offering flexible work schedules, transitioning isn’t as hard as you think. Our article on ‘5 Ways to Effectively Improve Employee Engagement’ explains that you can start by offering telecommuting days, which lets employees work from home for 2 or 3 days a week. Download time-tracking tools and messaging apps such as Slack or Microsoft Teams to make collaborating and transitioning easier. Remember to also train managers to handle their new team of remote/flexible workers, as managing a flexible workforce isn’t the same as a traditional one. Provide opportunities for growth With the current technology, employees have an easier time developing their skillset — but they don’t want to do this without an opportunity to grow. Providing employees a clear path for growth along with some guidance will make them more motivated to reach higher and engage with the company. Without this, employees will become stagnant or feel demotivated as there are no goals to reach within the company. That said, make sure to pair your employees with mentors, or let them know about the next step in the corporate ladder and how to reach it. Provide seminars, give them challenging tasks, and let them have more opportunities to grow through conventions or events. An employee who feels like they’re valued by a company enough for the company to invest in their growth is an engaged one, and there’s no better way to do this than to give them opportunities