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Automation testing has emerged as a new destination for quality assurance, resulting in consistently high demand for automation testing labor. But amid the tech talent war, companies do need an effective test automation engineer hiring process to attract quality automation candidates.

So, in this article, we will guide you through 5 steps to hire a test automation engineer. This guide comes from real recruitment experience at our company as well as consulting some experts in the industry. Let’s take a look first:

• Clarification of requirements
• Write a job description
• Source and shortlist candidates
• Interview
• Final step

How To Hire A Test Automation Engineer?

1. Clarification of requirements

Clarifying the role should be the first step to hiring a true Test Automation Engineer. To do that, you need to define whom you want to hire, their contribution and the skills needed. At LQA, we divide automation test workers into three main groups which are junior, middle, and senior. Also, this article will focus more on a senior automation tester interview as it requires more aspects to consider.

Generally, a senior tester engineer will take part in the planning phase, make decisions, handle complicated tasks, and lead a small team. He/she can also be the bridge between the team and other stakeholders if needed. Therefore, we often require as follows:

• Manual test experience
• Automation test experience
• Test scripts creation ability
• Understanding of test automation technique
• Language ability
• Management skills

As automation tests differ from manual tests in the way that they use code-based test scripts to automate processes, a senior automation test worker should be able to define, develop, execute, and maintain test scripts. He/she also possesses manual test experience and understands test cases, hence can decide when to use manual tests and when to apply automation tests to optimize the QA process. Besides, he/she ideally understands various kinds of test automation frameworks to select the best suit.

2. Write a proper automation test engineer job description 

A smart JD is a key to an effective test automation engineer hiring process. This is when the hiring department understands the above requirements and builds an ideal candidate profile on paper. As we are seeking a senior role, the job description (JD) should be custom and specific. We recommend you include the following aspects.

Company summary

Talk about the employer branding, working environment, and whatever makes your company stand out. Especially, employer branding is an important part of a good job description. According to Glassdoor statistics, 75% of active job seekers are more likely to apply if an organization manages its employer brand. So, don’t forget to briefly convey your company’s reputation in your JD.

Job responsibilities

Here, let talk about the role’s duties and contribution to the company. Senior automation engineers also care about their effect on the company as well as their career path. Thus, they wish to see more impactful activities in the responsibility section, such as planning, managing, optimizing, and innovating, instead of raw tasks only.

Requirements

This is the section for must-have and nice-to-have skills and expectations for this role. Here, clearly mention what you expect from the applicant. For example, bachelor’s degree in computer science, Python language knowledge, mobile or web application automation test experience, Selenium WebDriver framework ability, etc. Plus, they ideally have equivalent certificates in software testing like the ISTQB and in languages such as IELTS certificates.

Benefits

And last but not least, don’t forget to include details of the salary and other compensation that he/she will get. According to Glassdoor, money is the biggest motivator for 67% of candidates. Meanwhile, Zety statistics showed that 74% of job seekers expect to find salary information right in the JD.

3. Source test automation candidates and pre-screen

In this step, the HR department seeks candidates through various sources, including active and passive candidates. Remember to post the job as soon as possible to increase the chance of receiving more applications as well as for the selected candidate to get ready. Particularly, when you source passive candidates who are employed, it may take a month or more for them to be ready.

Here, we recommend two effective ways to source automation engineers as follows.

Find them in forums and groups for automation engineers, such as:

• The largest communities of testers in the world like uTest.
• Top-performed automation test groups on Facebook like Automation testing – Seleniums.
• The top recruitment sites for IT talents, e.g. Dice and Linkedin.
• Place where tech engineers are the most active such as Github and StackOverflow.

Partner with companies that provide hiring support, including:

• Headhunting like McDermott + Bull.
• Employee referral programs like Boon and Jobvite.
• Staff Augmentation or B-O-T services such as LQA.

Recruiters then come up with a list of potential candidates, do pre-screening and brief telephone interviews, and return to the automation department with a list of ideal profiles. The person in charge of the test department will screen again to find out the top potential candidates for the interview phase.

At LQA, the automation leader is responsible for screening and evaluating the candidates. For such high-level positions, apart from reviewing the information provided by this person, he also refers to the references of previous colleagues and checks the candidate’s social networking profile.

4. Conduct automation test engineer interviews

After several steps to find out the most potential applicants for a test automation expert, we now come to an in-person automation test interview. But first, do you know what our CTO and automation leaders advise the most when it comes to an interview in tech? They are:

• Make it a comfortable and practical talk instead of police interrogation (obviously, right?).
• Focus on effect, as experience is not always the number of working years.

• Don’t bring a big technical test into the interview that takes 5-6 hours of your candidates, unless you are hiring employees for Google and Microsoft.

Why should you focus on effect?

At LQA, we concentrate on the impact when hiring a senior automation test engineer. E.g., if a candidate has generated 100 test scripts for UI automation tests but none of them work efficiently, or he has executed a small number of similar tasks during his previous 3 years of working, then we won’t prioritize him.

Conversely, once an applicant with less working time proves his ability via the effect, such as in a previous automation project, he was able to lower the time for executing a regression cycle from this time to that time and reduce time-to-market for new releases, then we highly value this.

Why shouldn’t you ask for a big test? 

Because we already have an overview of the candidate’s ability from step 3, plus there are various questions that the interviewer can ask to deeper check if this person is proficient in automation testing techniques. At LQA, we prefer to bring an actual project to the interview and ask related questions to know if they have the practical knowledge and skills that we need.

Here are some test automation interview questions to more accurately assess an automation engineer’s ability.

Define the scope of automation:

1. How would you define the test cases for automation?
2. Please select the test scenarios to be automated from this QA process and say why or why not for a scenario to be automated.

Select automation testing tool:

1. How would you decide on the tools and frameworks?
2. Please choose automation testing tools and framework for this QA process and explain why.

Management skills:

1. What is your principle to avoid and handle conflicts between testers and developers?
2. Please tell us about your previous challenges in test automation and how you dealt with them.

Others:

1. Any other examples that you want to show to demonstrate your abilities?
2. Do you have any questions for us?

Lastly, remember to check if the candidate fits your organization’s culture and working environment, as he/she as a senior member will have a relative effect on other employees. Don’t hesitate to ask why he/she wants to be part of your company, their working methodology, management style, etc., and observe the way he/she behaves.

5. The final step to optimize future recruitment

The final step is when you make decisions and inform both selected and non-selected candidates about the test automation interview results. We have only one piece of advice here – do get back to all the candidates.

What we’ve noticed is that some companies just don’t get back to all interviewed applicants. Still, carefully informing them of the results will give the candidates a better feel for the company, help you extend the candidate pool for the future, and avoid bad reviews that lower the company’s reputation.

Final words

This article has come to an end! Above is what we want to share with you about how to hire a test automation engineer. Of course, there’s no one-size-fits-all solution for companies to attract tech talent, but we’ve seen this Test Automation Engineer hiring process works for our company as well as our partners so we give it to you as an additional reference source.

About LQA

LQA has been a trusted Quality Assurance partner in the global IT market with clients in 9 different countries including Japan, Korea, the U.S., Singapore, Hong Kong, etc. We have implemented the best QA engineer hiring practices to build a qualified tech talent pool with over 50 testing staff. Hence, don’t hesitate to contact us if you need a trusted QA vendor for your business!

The riddle of how to nurture, recruit and retain IT talents is the universal problem that HR departments face every day. As in the IT industry, 80% of the candidates are passive candidates, meaning that they’re already occupied. The process of planting the seed of job switching to attracting those candidates to apply to your company is a long and demanding journey. In this journey, for every step of nurturing, recruiting and retaining poses different challenges; fortunately, these can be easily tackled, thanks to the following solutions:

1. Build a strong employer brand
2. Employee referral program
3. Competitive benefit and compensation program (what motives your staff?)
4. Broaden your recruitment sources (institution)
5. Proper investment in HR Campaign
6. Remote Staffing
7. IT Outsourcing

 

1. Build a strong employer brand

72% of recruiting leaders worldwide agreed that employer brand has a significant impact on hiring, and 75% of those who are looking for a job often take employer brand into consideration. Also, 49% of LinkedIn users following official social media accounts of tech firms to watch our for job openings.

Building a strong employer brand is not something that you can do overnight but a long-term investment, both for business development and recruitment attraction. Still, it is important for one to “imprint” a good impression of your brand. These impressions would range from modern workplace, young and dynamic work culture, transparent policies, etc. Especially in the IT industry, candidates have a wider range of choices, hence they always go for the company with outstanding features of flexibility, scalability, etc.

 

 

The real question here is that “How does your employer brand stand out?” The most popular and common channel is social media. By leveraging your image on platforms such as LinkedIn, Facebook, Instagram, you’ve already highlighted the robust work culture and friendly environment. The choice of what image you want to put on to attract candidates lies in your hands. It could be young and dynamic, or friendly, or professional, it’s up to you.

To deliver the image of your employer brand as an IT recruitment solution, you can go with media sharing, company events, job development opportunities, etc. Through these, potential candidates will first capture the essence of the workplace and then engage more in the activities of your company.

In terms of career development, it’s best that you set up and organize technical events such as host meetups, workshops, and hackathons to revamp competition within the business.

Also read: Top 7 challenges in IT recruitment

 

2. Employee Referral Program

Employee Referral Program has long been an effective IT recruitment strategy exploited by many businesses. In this program, employers encourage their employees to refer qualified candidates with rewards.

 

 

This strategy has proven its effectiveness through multiple analyses indicating that employee-referred staff tends to outperform the nonemployee-referred ones. Alongside these performance-related metrics, an employee referral program also helps businesses hire talents with suitable backgrounds and avoid any unwanted characteristics. Plus, as the information about the job openings is shared through the employees’ network, more candidates can get access to the information at a quicker pace, hence boosting the recruitment process.

With a reasonable reward, an employee referral program is considered a cost-effective way to tap into a large and qualified talent pool of passive job seekers.

 

3. Competitive benefit and compensation program

Each job position in different companies offers different pros and cons, and there is no one-size-fits-all vacancy that can meet all the requirements of the candidates. As a result, you should research the factors that motivate them, in which benefit and compensation are two factors contributing to a successful IT hiring process.

The most common priority recently is the remote working conditions. The candidates also put an emphasis on how they can balance out their work life and personal interests. You can also understand this as they are willing to move out of the suburban areas if they can work remotely.

 

 

Another fraction is the reference for internal development, meaning more training, technical courses and on-job guide, etc.

Concerning the finance factors, although the salary and other financial compensation policies might sound very compelling, the social and mental benefits top at the priority of what tech engineers look for in their jobs.

Due to the shortage of IT talents, tech engineers are spoilt for choices of the company they can work for. To make your business stand out in this very competitive environment, businesses are compelled to produce an impressive benefit and compensation program.

 

4. Use different platforms and sources for acquiring talents

Recruiting is not just about posting to job and waiting for candidates to flock to you. This is never an effective way for you to find the best candidates. Indeed, it requires one to employ multi-platform recruitment to search for as many applications as possible.

As it is shown with the following statistics, although job listing and social business platform is quite popular within recruitment community, more than 71% of the talents come from employee referrals and internal hiring, 65% are from LinkedIn and 56% are from Indeed.

These sources of applications and candidates have proven its success with quite prominent numbers, but the outlook for the IT recruitment process can be even better if you employ some of the following methods:

• Hackathons/coding competitions: By organizing these “playgrounds” for developers/testers, you expose your employer brand to a small society of IT worker community, hence raising the chance of being considered when they have a plan for changing jobs. Through these competitions, you also get access to the personal contact address of the candidates, which can be used for later candidate nurturing.
• IT training institutions: Partnership with universities and colleges with IT majoring can give you early access to a large and dynamic talent pool. This can ensure high-quality candidates thanks to the systematic and intensive training during their tertiary education.
• Certificate providing institutions: organizers for IT certificate provision have contact points of the qualified IT candidates in different fields that can assist the mass recruitment process.

Talent acquisition does not always mean the recruitment from direct sources of candidates who will later on work as in-house staff. Instead, many international tech giants have switched their approach to staff augmentation or third-party recruitment services. With this rather new approach, your company would benefit from a bigger talent pool with candidates specialized and expertise in one particular domain or technology.

5. Proper investment in HR Campaign

As talent shortage becoming an alarming problem in the IT industry with 69% of companies globally report talent shortages, tech enterprises now place heavy emphasis on Human Resources and IT Recruitment. HR department now holds greater responsibilities and priorities amid the pandemic, requiring decision-makers to take more measures to improve recruitment campaigns. As the competition among tech companies gets more and more serious, it is urgent to employ a proper investment in HR campaigns to stand out in the market.

 

Here are some critical channels to improve HR campaign’s performance:

– Signing Bonus. This can be the leveraging factor that can boost the recruitment process. One-month salary bonus or even more is exactly what one might expect to receive from their employers. This is not only a welcoming gift for the staff but also a promoting point for the company’s image.

– Advertising on multiple recruitment platforms. With a reasonable budget allocation, HR leaders can arrange ads to attract more candidates. Each recruitment platform has its pros and cons, which requires decision makers to do their research and try them out before sticking to any particular platform.

– Linkedin Talent Premium. With this all-encompassing hiring platform for talent professionals, a recruiter can find, connect with, and manage the people you want to be on your team. With a small cost, you can work efficiently and get access to a large talent pool with tech engineers from all over the world.

– Recruitment landing page. A well-designed recruitment landing page is crucial in creating a good impression towards IT talents. With subsequent information about opening jobs, plus nice content and picture layouts, the candidate can sense the professionalism of your business.

6. Remote Staffing

Remote staffing is an trending solution for IT recruitment. For some enterprises, the burden for IT recruitment takes up too much of their resources, not to mention the following additional cost of onboard employees. One way to approach these issues is to implement remote staffing and hybrid work.

With remote staffing, every operation and activity is executed on online platforms, which can eventually save up operational and infrastructure costs.

For the recruitment process, remote staffing can refer to the online operation of the recruitment team. Every step of the process is done virtually with a variety of platforms, including LinkedIn, Facebook, etc.

7. IT Outsourcing

IT Outsourcing is a service that has long been on the market with a relatively steady growth rate. As in the IT Services Outsourcing Market Size, Industry Report, 2020-2027 of Grand View Research, the global IT services outsourcing market is projected to grow at USD 520.74 billion in 2019. The annual growth rate (CAGR) from the phase from 2020 to 2027 is expected to be 7.7%.

IT Outsourcing is not a new approach in IT recruitment. In fact, its development over the years has proven its capability to thrive as an independent sector.
With IT Outsourcing, you can:

• Cut back costs by approximately 50%
• Halt employee turnover
• Hire experienced experts from BPO
• Have a low rate of burnout

The burden of IT recruitment can’t be solved overnight. Instead, it requires careful observation to decide on the optimal solution for a business to adopt. These 7 above strategies are popular Solutions for IT Recruitment but they are not the one-size-fits-all solution for all companies. One should consider their situations to find the best way out for them.

 

About Lotus QA

Lotus QA, as part of Lotus Group, is an emerging global IT firm specializing in providing the best technology services to the world. We have a comprehensive talent pool of top-notch IT engineers to offer you the most cost-effective HR solutions. We can ramp up a team for you in just 2 to 3 weeks and conduct interviews for you to choose your own team members. We provide a flexible approach for any of your requests.

If you’re looking for the Solutions for IT Recruitment, contact LQA for the 24/7 consultation of the HR market. We can help with this problem in no time.

• Website: https://www.lotus-qa.com/
• Tel: (+84) 24-6660-7474
• Fanpage: https://www.facebook.com/LotusQualityAssurance