When you interview people, how efficient and effective is your testing process? How often do you reject a candidate and ask recruiters to bring in another one, and how do you track that process waste? What signals tell you to revise your testing method? How do you measure the quality of the sourcing stage, and how can you help improve it if most of the candidates don’t pass the interviews?

Hiring is just a process, and our common QA approaches can be applied to its stages to improve efficiency: from shift-left testing to pair work, from applying Shewhart’s control chart to designing the testing strategy (interviews!) based on the necessary quality attributes.

If you participate in hiring, or at least share my belief that having a solid team is the main prerequisite for successful development and testing, join this talk and we’ll explore how to improve hiring as a good tester would.