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Testing aptitude Willingness to ask questions Ability to negotiate Technical ability (reading and writing code) Strong communication skills Curiosity Tenaciousness
The tl;dr: Technical Acumen Communication Diplomacy Curiosity Drive I've always felt that technical skill was one of the more vastly overrated attributes of test engineers. Certainly having technical acumen is critical to executing tasks, working with product managers and software engineers but it's only a portion of the actual job. Again, I'm not saying ...
In my experience, the best developer/testers bring what I call the boredom herusitic to software testing. Inother words, they often automate rote tasks so they can focus on testing and analysis of the software. An example I use often is the "add contact" feature in an instant messaging or email client. To test the feature, I'd need to try long names, ...
A good test manager has a number of key attributes. I tend to think that the best managers are like good, professional sports coaches. They have played "the game", at the highest levels, they know what is required to be successful and achieve the results you are after. Translated, they should be a great tester themselves and be able to test hands on if ...
Excellent posts! Apart from what's already been listed, I can add another (somewhat context-specific)... a willingness to represent user / business interests Coming into software testing from a UAT / business-side of things (I'm still working on developing the technical skills), a willingness to be able to talk to the business (be it managers, users, ...
Adding on to the above answers: Does not get bored easily. I've found that some of the better testers were ones that didn't get bored clicking the same buttons over and over again in The Great Bug Hunt.
Great communication Analytical thinking Asks "why not" questions No fear (confident) Team player, no "long ranger" mentality Knows when to push the envelope & when to let go Grasps concepts easily Loves to learn Belief in themselves & the product (ie not a quitter)
Personally I find that tester who codes in addition to great testing skills is much more effective than the non-technical equivalent. A techical tester can esentially bring more "weapons to bear" on testing problems than you could without those skill sets. Some examples: Need to generate some test data? Write a tool to do it. Need to check security access ...
I've had success using tester/developers for code review of production code. I've found that developers review code thinking, "Will this work", while testers review code thinking "In what ways could this not work". I've also found that most testers discover new test ideas while reviewing production code. I wrote a paper on the experiences of our team in ...
A tester can add value to the product and development team by making/influencing key software design choices even before coding starts. Testers with programming background can understand and explore possible software design choices for better code testability and they can determine "if the code is fit for use?" Design choices like "Dependency Injection" and ...
Please find my perspective Junior QA Follows defined QA Process Prepares Bugs Reports, Status Reporting with all relavant information Manages and updates automation suite Willingess to learn, passionate about QA role Senior QA Self Organized Challenges the Environment, Raise testing standards by experimenting new processes/Adopting new Tools Aware of ...
Would like to throw in some more Ability to consistently find "critical" problems How? Through 'Understanding' of the usage,impact and risk — on the product,business,customer,project And a confidence to advocate his work(e.g. bugs raised). Positive Leadership traits are a must in my book Ability to handle problems single handedly Inclination ...
Usually testers are "advocates of the user" only when helping with user acceptance test. More often, testers are "consultants to the product owner." In that role, they help to assess risk and focus testing on high-risk stories. In addition, they exercise low and moderate risk stories to identify defects.
I envy those organizations! First, I'd think a testing manager would need to have experience working with a testing group - not necessarily as a manager, but certainly with some level of administrative experience. I'd look for familiarity with a range of software development methodologies, particularly how the methodologies impact testers. Willingness ...
I would look for a leader rather than a manager. A leader who can inspire me and others on my team by sheer weight of his knowledge and work. I agree with whatever has been said by Bruce and probably some of points below might look like rephrased sentences (still I would give it a shot) One who enables the team to realize its potential by providing the ...
I'd like to add something I haven't seen in many of the other answers - I think that the passion for QA is extremely important in a person looking for a QA position. It seems like a no brainer, but the reality is that there are many people out there who see QA positions as a stepping stone to development. I think that someone who truly wants to be a dev in ...
I will add to the above answers: Pays attention to details.
Agree with the above answers few more points based on my experience.A manager should be like a role model in every aspect. I would want the manager, 1. To be more patient and understand our problems. 2. Take good suggestions from the team members and implement the same.
Many good features are listed above, but to them I would add that a good QA person needs to be: deliberate methodical thorough.
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