Test Procedures and Test Standards （测试过程和测试标准）
What testing standards and procedures the candidate has been exposed to is of paramount importance in determining whether the candidate would either be a good fit or adapt to a new testing environment. Did the candidate come from a regimented and disciplined type work environment like a CMM work environment with repeatable and defined processes? Or, did the candidate work in a chaotic test team that did not have any standards, procedures or defined processes?
Testers that come from a loose testing environment sometimes have difficulty adjusting to regimented testing environments that have defined processes and standards for things such as: lessons learned, test plans, naming standards, version control, test case templates, test execution matrix, test logs, test folders, reporting of test results, etc. Conversely, a tester that follows strict testing standards and procedures may struggle in a work environment that does not have defined processes, well documented scenarios, no structure for test cases, or templates for test scripts, etc. Questions that identify what the candidate’s experience is with testing standards and procedures are critical for assessing how well the candidate would adjust to the current QA environment.
Defects （缺陷）
It's advisable to learn what sorts of defects a tester has identified and reported on in previous projects. Based on the candidate’s answers, the test manager can learn whether the tester focuses on cosmetic/minor defects or defects that are show stoppers and would have caused havoc for a released or production deployed application.
The test manager can have the candidate expound on a significant defect that was discovered and, what the impact of the defect would have been had the candidate not caught it. In particular, the test manager can focus on the tester’s approach for identifying the defect and how the tester re-tested the defect subsequently leading to the closing of the defect.
Test Script Automation （测试脚本自动化）
Many candidates list in their resumes that they have experience with various automated testing tools. However, when confronted with technical questions about their experience with automated testing tools many candidates respond that their experience with automated test tools is limited to capturing and playback. Candidates that manifest to have only recorded and played back test scripts are in fact devoid of significant experience with automation test tools. Even candidates who claim to hold certifications with test tools should have their background probed and examined with technical questions.
The test manager should find out whether the candidates understand what a data driven test script is, how to create a parameterized test script, and why it would be necessary to construct a data driven script. The test manager should also ask the candidates to explain what data correlation is, how to create a driver script, how to synchronize scripts, why it is necessary to synchronize scripts, and how to report the execution results from a test script. Other key questions would be techniques for identifying and verifying recorded objects including providing examples of object’s attributes that can be verified, how to create checkpoints, how to debug an automated test script, and in what modes a recorded script can be re-played. The candidate should also know how to map and learn custom objects that the recording test tool does not identify or recognize.
What testing standards and procedures the candidate has been exposed to is of paramount importance in determining whether the candidate would either be a good fit or adapt to a new testing environment. Did the candidate come from a regimented and disciplined type work environment like a CMM work environment with repeatable and defined processes? Or, did the candidate work in a chaotic test team that did not have any standards, procedures or defined processes?
Testers that come from a loose testing environment sometimes have difficulty adjusting to regimented testing environments that have defined processes and standards for things such as: lessons learned, test plans, naming standards, version control, test case templates, test execution matrix, test logs, test folders, reporting of test results, etc. Conversely, a tester that follows strict testing standards and procedures may struggle in a work environment that does not have defined processes, well documented scenarios, no structure for test cases, or templates for test scripts, etc. Questions that identify what the candidate’s experience is with testing standards and procedures are critical for assessing how well the candidate would adjust to the current QA environment.
Defects （缺陷）
It's advisable to learn what sorts of defects a tester has identified and reported on in previous projects. Based on the candidate’s answers, the test manager can learn whether the tester focuses on cosmetic/minor defects or defects that are show stoppers and would have caused havoc for a released or production deployed application.
The test manager can have the candidate expound on a significant defect that was discovered and, what the impact of the defect would have been had the candidate not caught it. In particular, the test manager can focus on the tester’s approach for identifying the defect and how the tester re-tested the defect subsequently leading to the closing of the defect.
Test Script Automation （测试脚本自动化）
Many candidates list in their resumes that they have experience with various automated testing tools. However, when confronted with technical questions about their experience with automated testing tools many candidates respond that their experience with automated test tools is limited to capturing and playback. Candidates that manifest to have only recorded and played back test scripts are in fact devoid of significant experience with automation test tools. Even candidates who claim to hold certifications with test tools should have their background probed and examined with technical questions.
The test manager should find out whether the candidates understand what a data driven test script is, how to create a parameterized test script, and why it would be necessary to construct a data driven script. The test manager should also ask the candidates to explain what data correlation is, how to create a driver script, how to synchronize scripts, why it is necessary to synchronize scripts, and how to report the execution results from a test script. Other key questions would be techniques for identifying and verifying recorded objects including providing examples of object’s attributes that can be verified, how to create checkpoints, how to debug an automated test script, and in what modes a recorded script can be re-played. The candidate should also know how to map and learn custom objects that the recording test tool does not identify or recognize.
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