No recruitment process is perfect, for several reasons, and neither was the one I described i the previous three posts. While I think we had pretty good success with it there are certainly things to consider and modify, and it needs to be adapted to suit your context. Let’s have a look at some of the challenges:

Interviewing testers, or anybody really, is a challenging task and it can be expensive to get it wrong. On the other hand, being interviewed, and showing who you are and what you can do is not straight forward either. The interview is generally led by the recruiting company, what they think they are looking for and what questions they think will reveal any valuable insight regarding the candidate’s fit for this context. Pattern recognition tasks, logic puzzles, and other relatively narrow “tests” still seems fairly popular among those few who don’t just go down the “how would you automate filling in this form” route, and It’s all relatively contained so you can time box everything in 10-20 minute sections. Add to this the desire, usually on both parts, to keep things short and “efficient” and it’s easy to start sliding from what you think is “a well considered empirical evidence based decision making process” to something more related to “lottery”.