Dirk – QA officer – explains how his current client is completely changing tack to solve the lack of experienced Software Quality Testers.
In the “war for talent,” it is becoming increasingly difficult to find experienced ICT people, employ them within your company, and keep up with them long-term. ICT people with some experience (it’s not just about +10 years of experience) often have multiple offers to choose from. Wages, legal and fringe benefits play a big role in this but these are only a few aspects. A vision of the future, great projects, social involvement, technology, etc… also play a role in the decision to join a company.
At my current client (where I am QA officer) we take a completely different approach viz. we recruit junior and we train them. Now you will say we do that too but we have little success with that. Within the company where I currently operate, we are having great success with this approach. If you want to know how this comes about, be sure to read on, because I am convinced that some of the steps are very applicable in your organization.
This is followed up through regular 1on1s where a conversation is held about progress, obstacles that are occurring, and, if necessary, changes are made. – – The important thing is that this is an honest conversation and that the difficult points are also addressed.
* 1st tip – if the person wants to achieve something she/he is not suited for, this should be said.
* 2nd tip – if the person aspires to a position outside of testing then you need to allow and guide this as well. It is always better to keep a person within a company than for the competition to pick them up.
Blog: Dirk – QA officer