Some organizations recruit for Automation and then assign manual functional tests. Some candidates fake Automation to clear the interview, and then learn. What matters is – ‘getting things done’.
Your skills should always justify your salary package. Or else one day you will regret not upgrading – both in terms of your skills and its associated pay. Gear Up! Pick yourself up. And give it a try. Up-skill. Upgrade!
Recently I am getting messages with the core problem ‘Getting stuck in my Career’. No Interview calls. Only Automation. Tool-focused interviews. No practical tool experience. Especially from the 5-8+ experience bracket. Yeah! I know, continuous rejection is frustrating. I have been there. But nothing can be done about it. Accept the fact that industry has transitioned faster than your skills. We are awesome Functional testers. Superb Agile professionals. Good Domain knowledge. Effective Team managers. But…
What is the ideal time for your first Job switch? Some say 2 Years, others say 3 Years. Is there really an ‘Ideal Time’? First 2-3 years are the most important years from ‘learning’ perspective. That’s when we become ‘Professional’ from a ‘Student’. The comparison is inevitable once you touch 5+ years in your first organization and someone who change at 3 years.
Automation is everywhere. Automation experts are in high demand. Nah! Not in high demand, ONLY Automation Engineers are in demand. All job descriptions mention a set of automation tools and frameworks. Interviews revolve around Java, Python, C#, Selenium, UFT, Appium, Frameworks, Algorithms, and what not. Literally ‘Everybody’ is looking for an Automation engineer.
Micro Management kills the trust. Or it proves that there is no trust at the first place. And Freedom breeds innovation. It is when you give people the power & the freedom that ideas originate. And one out of five/ten ideas works out to be superb. It is when you trust in your team that they perform. When they know you are backing them. You believe in them & in their work. In their potential. A strong manager have full trust is his/her team – it is about the tasks, work and the value-adds, innovation. It is not about ‘controlling’, it’s about ‘managing’. Ever had a micro-management incident in your team? How did it impact the team morale? Or how a strong manager built the trust & team pulse?
A strong manager backing the team is the foundation to a successful team. A team succeeds when you entrust them to deliver & have full confidence in their caliber. It’s like a family, no one should point at your team for weakness 😉 at the same time internally you might need to introspect & keep improving. What say?
Communication is important. “Excellent Communication Skills – a must” is always one of the Job descriptions. If not explicitly written, it is implicitly understood. One of the most important qualities recruiters look for in candidates is their ability to communicate clearly. You might be technically good, but you don’t work in silos. People work & achieve as a team. Communication is not just about the language but putting across your ideas in a simple manner, clear in understanding.
Some say serving notice is just like your ‘honeymoon period’. Is it because you are leaving the firm and no more accountable? Or why put efforts for something you know is soon going to end? Coming late – Going early becomes normal? Why?
For some projects we should rename the ‘Onshore-Offshore’ model to ‘Manager-Worker’ model 😛 Where Offshore team is taken for granted. Additionally Offshore team is at the back-foot by default. But why? We should learn to ‘prioritize’ the work items and respect each other’s personal time. Learning to say ‘No’ in a constructive way is an art you learn via experience.
Start-ups give you an opportunity to learn a lot. You need to wear multiple hats. Work in & out. But it pays in the long run. Established MNCs give you a stable job with matured policies. Which one do you prefer if given a chance?
Adopting technology is important, but blind adoption is different than logical application of Technology. When I see it – looks like everyone wants to fit the tech-term anywhere in the test process and call it tech-driven QA. But how do you measure the ROI from client perspective? Do you compare Super-Tech.QA vs. Functional QA? Or Super-tech-tools are cheaper than the required man power? Nah! Everyone says “All these are long-term benefits, no short-term advantage”, but then eventually forget to measure the ROI in the long run as well 😛 On the other hand, due to all this fuss we have somewhere neglected the original Tester.
Why are some developers not aware of the functional flows? It’s like I am coding this module, why should I know the complete flow. My module is working fine. But you have to have a complete understanding of the system. Isn’t it? It works like that in every sphere – look at the bigger picture. Where do you fit, or where does your code/module fit in the overall flow. System architecture and System’s User perspective go hand-in-hand. Everyone in a project should have a clear understanding of these two aspects.
Cut the crap! Whatever be the debate but still Manual testers are finding it hard to stay relevant in today’s job market. Why? A simple argument – ‘Manual Testing’ & ‘Manual Testers’ are two separate entities. Agree that ‘Manual Testing is NOT dead’, and it never will. But what about Manual Testers?