Day 22: Attend the AMA on "Getting Hired" and ask one question you have on this topic

📆 30 Days of Testing
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Erin is based in Edinburgh and has worked in the recruitment industry having 4.5 years working for an external recruiter. A keen community member supporting all sorts of MoT events and the testing community.

  • Avoid putting down every single tool you’ve had exposure to.
  • Write a bit about the particular project and give context about the responsibilities
  • Instead of “introduced automation testing” use numbers such as “Decreased time to test to x” or “added y% of automated tests”
  • Someone without testing experience/expertise may be reading your CV/Resume
  • Candidate-driven market = There are more jobs in the market than there are candidates. You as the candidate are coming in with your choice. Although it might not feel like it for some.
  • Use “I” instead of “We”
  • Cover letters aren’t worth the time. The information should be on your CV. However, if you’re new to testing or a career changer then they are useful as you can flag your transferable skills. Try to create a portfolio to demonstrate what you’ve done.
  • Amplify that you are part of a community. Speak to people in the community about what they are up to.
  • There is no robot that sifts through CVs. It’s done by human recruiters. Recruiters will use a boolean search for keywords.
  • There’s more of a focus on a Quality Engineer – educate the wider teams, and implement new processes.
  • There is a trend that hiring is more reactive (within smaller to medium-sized businesses) – which means they aren’t in a position to hire people to upskill/train and instead need people who are “ready to go/hit the ground running”.
  • Accessibility testing has become more of a focus
  • Look at what the job description asks and not necessarily the title. Be willing to apply.
  • Ask for feedback if not successful. Some organisations just don’t offer feedback - don’t take it personally.
  • Being rejected doesn’t mean you can’t do the job
  • Be comfortable with the minimum salary of your range when you share it.
  • An organisation wants to make sure your expectations align with the company’s as there’s no point continuing the process if not.
  • Go through the interviews and reassess salary expectations during the process
  • A client typically gives a salary range to a recruiter.
  • Size of CV/Resume should respect the years of experience. Find a balancing act if you’ve had many years of experience. Focus on sharing important information. No more than 5 pages long. Yet don’t compromise it to 2 pages cos you think you need to.
  • Tailor your CV/Resume if you can. Use a good solid main CV. Add a summary.
  • Portfolios should include engagement with a professional community, blog writing, speaking, showing evidence of your testing efforts. Portfolios are a bonus and give you an advantage.
  • Some companies have a real understanding of what they want and some companies aren’t sure what they want
  • There is a list on the UK government site for companies that can offer sponsorship
  • Some companies are happy to talk on the phone to give feedback. Some can’t give feedback due to legal reasons for documenting information. Be bold and ask for feedback, usually over email and not immediately at the end of the interview.

Thanks to Erin for sharing a whole treasure trove of helpful advice. The recording will be available soon enough to revisit.

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