Tony Bruce asked a question on Linkedin that I just had to blog about.

Tony was asking why job adverts are so specific in their requirements for testers instead of asking for a good tester.

I think this is a good question and one that I have been struggling with for years. Let me give an example of what has been happening to me recently when trying to recruit, so from the other side of how Tony was looking at it.

What I have been looking to recruit is someone who can test. Full stop, that is what I want. I don't care if they have a background in banking, health care, games, whatever. I don't care if they have used QTP, Selenium, Robot or any other tool. I don't care if they have been using Agile, Waterfall or any other methodology. I don't care if they have Unix, Windows, mainframe or any other knowledge. I WANT SOMEONE WHO CAN TEST!!

So, I go to HR and say that. I get blank looks at first, then I explain a bit further and the conversation goes something like this:

“Oh, you want a junior tester, then?”

“No, I want an experienced tester who knows how to test.”

“So what technologies do they need to have?”

“It doesn't matter, I want someone who can test”

“What tools do they need to have used?”

“It doesn't matter, I want someone who can test”

A pause ensues.......

“OK, so what qualities do you need?”

(Methinks: Ah, we are getting somewhere!)

So I explain that I want someone who has the ability to think creatively, be able to apply testing techniques to a testing problem, be a good bug finder, etc, etc.

“Oh, you want a junior tester, then?”

“Aaaarrrgggghhh”

I know what the real problem is with this conversation, it is that HR don't understand what testing is all about. They understand the need for technologies, tools, etc, that classifies the “type of person”. They can't understand the qualities required of a tester – or, I can't explain it well enough.

End result is that HR put the job spec that I have put together into their infernal machine that determines what the salary should be for this new hire and it comes out ridiculously low for an experienced tester, in fact it is at a junior tester level.

So, what do I do? I put together another job spec that has the requirements stated in terms of tools, technologies, methodologies, etc., re-submit that and lo and behold I get a salary level that looks about right.

The end result is that I have an advert out that states things I don't need as the only way I can get a decent salary level for the person.

That then perpetuates into the job agencies who filter out anyone who doesn't fit my “requirements” and, yes, I know I am potentially missing getting in someone who would be a good tester.

And then, when I interview people I am sure they wonder why I am not very interested in their skills that I ask for in the job advert.

Wish I knew how to resolve this problem....