This post and mind map are work in progress. I’m hoping to get the community feedback as well as further refine the ideas myself.
Stay tuned. See more contents below the mindmap.
Below is the mindmap in [accessible] list format with my comments elaborating the points.
Corporate training is a serious investment – of funds, but also project time and reputation of the manager arranging the training. And there will be expectations. To make a return of investment, one should consider means to increase “germination of skills” after the training.
Lack of Support
Lack of Interest
Lack of Engagement
Lack of Connection
I think, recognition within the community is pretty good. But within the industry – not really. This topic is an idea for brainstorming itself. As a quick thought, promotion of RST brand can (should?) be done in connection to products. You know – “this blog is powered by WordPress”, “runs on Yahoo servers”, etc. Of course, the trick is in virtually no difference between well-tested and untested software.
- Context-Driven Testing community
- Agile Testing community
Per my observation, there’s a degree of misalignment with the two and within those, but the direction is common.
This is currently a weak spot. Somewhat like a brand would greatly help – to make RST distinguishable and to ward off meaningless certification and standardization schemes.
What’s important to emphasize is the trap of easyness of binary assessment: if got [certification, training, etc.] -> qualified for the position.
“Demand – supply” is a proven instrument. Having set RST course as an asset and skills it teaches as mandatory both adds up to industry recognition and quality level of the candidates.
Hiring process is really flawed, and many recruiters write about it. But let’s be part of the solution here, and create right job descriptions. Set right requirements. Educate recruiters on what we need. To be practical: I’ve used this example in recent hiring cycles.
- Too often, almost always, job requirements require tool and technology knowledge instead of skills. But what matters is what testers make out of them. Tools don’t make the master.
- Too often, almost always, job requirements specify delivery of artifacts with questionable value.
- Too often, almost always, job requirements describe the motions testers go through, and only visible part.
Elaboration on the real testing skills would help both recruiters and job seekers. Recruiters will know what to look for and how to evaluate. Job seekers will know what skills to work on.
Skills Assessment and Development
Gradual Implementation Plan
Find Answers To What Stakeholders Care About
Produce Tangible Artifacts
Improved Bug Reports
- Problem Statement
Meaningful Project and Product Reports
- Product Story
- Testing Story
Useful Project Artifacts
- Risk Catalog
Develop In-House Community
Yes, many employees don’t go to external events, but they still socialize a lot inside of the company. So in the big enough organization one could run internal meetups. (For small organizations, this might be a problem, but I assume that small fast-paced companies have different, typically quite active kind of employees, so going external won’t be a problem for them).
Rapid Software Testing course and workshop is qualitatively different because of vast amounts of practical ideas, tricks, techniques, methods, and eye-opening exercises. It is very fast-paced. Highly condensed knowledge. In fact, it’s so un-academical, that adding theory afterwards would help people, because they need to un-learn and re-learn a lot. And while independent course takers usually have that drive taking them further, corporate course takers may need continuous support.
- Weekend Testing Format
- Testing Dojo Format
- Group Reading and Reviews for books and articles
Assess and Grow Skills and Experience
- Online presence
- Hands-on (and brains-on) interview assignments
- Performance in context
- Job assignments