For this week, I chose a blog which talks about the future of software testing. Although these are just predictions by Ryan Yackel who is a senior sales engineer at QA symphony, they really seem plausible and get you thinking about where software testing is going to be in the next decade or so.
Ryan talks about how Everything will be blurry in the beginning and gets clearer after. what he means by that is the fact that agile software development methodologies are now becoming the standard and that will lead to a lot confusion and misconceptions. Because everyone is considered tester in a agile environment which is not true in a lot of cases, this really leaves testers questioning the severity of their role. Agile methodologies’ popularity is increases among companies and they will soon have a better understanding and mastery of these agile techniques. Once this occurs, the role of a tester in a agile team will become much clearer. This leads to his next prediction.
Software testers expectation is on the rise and Ryan mentions that the expectation will be even greater in the future. Now, software testers need to expand their horizons and embrace new enterprise software testing tools and strategies. Just being knowledgeable about testing software is no longer sufficient. Software testers needs to be knowledgeable about software development, code functions, business logic, and technical competency. Testers a now playing an assertive role in guiding software quality assurance and development broadly. As a tester, if you fail to adapt to these new higher level expectation, you will have a hard time making it through.
Ryan also talks about how the use of automated testing will increase significantly. It will be difficult for companies to maintain efficiency due to fast growing data in software development. Therefore, many companies will rely on automation in order to maximized their level of productivity. Ryan predicts that automation will become the default method of testing and all the challenges that holds automation testing from being the best way to test software will soon be refined.
Welcome to my blog for Software Quality Assurance and Testing.
Chapter 11 is titled “interview anti-Patterns”. This chapter talks about the wrong processes to go about conducting an interview as a developer. They should avoid doing things like being a smart-ass interviewer, using brainteasers, asking unnecessary questions, and trying to seem superior in knowledge. After we’ve worked hard to find a qualified candidate, the last thing we want to do is steal the opportunity they have to shine. We want to convince them that our company is the best they can work for, because a good developer will also be looking for a company that is best for them.
Chapter 12 talks about the cost of low morale and how unmotivated people seem to represent that very well. Unmotivated people tend to destroy companies because this can change the motivation of other workers significantly. I believe that the attitude of the people you work with can have a huge impact on the way you work; they can either motivate you or suck the morale out of you. In this chapter we learn that people become like that and that is mostly due to companies beating the passion out of developers. Manager and agile coaches are the last people to motivate developers because they are demanding and punctual about everything. The only person that can motivate a developer is another developer. Not just any developer, but a software craftsman that every team needs.
Chapter 9 talks about recruitment, essentially how recruiters should go about searching for qualified developers. One of the problem with finding developers is how recruiters write their job description. Adding things like years of experience, academic background, certifications is how most companies job description looks like. I have done a lot of job searching in this field and i can agree that most of the description are just specific requirements needed from developers. They fail to focus on the companies culture and values and that is why they are not satisfied we developers they’ve hired.
Chapter 10 continues the previous chapter and talks about what to look for in an interview. Just like a job description should not always list specific requirements, a developers resume shouldn’t be just about knowledge and years of experience. During an interview, recruiters should be looking for passionate developers who are willing to learn or try new things. Those are the developers where if you put them in the right environment, they can really shine. One thing i can agree with from this chapter is that developers should interview other developers. A good developer will know what their company needs and what to look for; they will hire developers that are even better than they are.
Chapter 7 addresses a number of technical practices such as TDD, pair programming, SCRUM and their usefulness in improving our software delivery process. These agile methodologies are about delivering value to customers in the shortest time frame possible. Even though these practices are very effective in the software development process, it is difficult to convince manger to adopt them. Many companies do not use these practices because they fail to identify why they need them, when to use them, or simply does not believe that they are effective. It is not easy to get developers to adopt to these practices because there is a learning curve and it will take some time to understand. To figure out which practices to use, first we must know what area we need to improve and what we are trying to achieve.
Chapter 8 is titled “The long Road”. This chapter is perfect for aspiring developers because it talks about what to look for when choosing our careers. It summarized the career requirements into three things autonomy, mastery, and purpose. Having a successful career is not easy; we must figure out where we want to be and work hard to get there. We must treat every job as an investment to craft the career that will makes us happy. And if you are among the ones that do not know where they want to be, this chapter has a lot of suggestions to create options that can help decide the next step. Things like attending conferences, blogging, studying new things, and networking with other developers and business-people can open a lot of doors. Our career is important and carefully crafting it is the best way to reach where we want to be.