Imagine that you are working for me, and that I want your help in qualifying and hiring new staff. I start by giving you my idea of how to interview a candidate for a job.
“Prepare a set of questions with specific, predetermined answers. Asking questions is expensive, so make sure to come up with as few questions as you can. Ask the candidate those questions, and only those questions. (It’s okay if someone else does the asking; anybody should be able to do that.) Check the candidate’s answers against what you expected. If he gives the answers that you expected, you can tell me that he’s good enough to hire. If he doesn’t, send him away. When he comes back, ask him the original questions. Keep asking those questions over and over, and when he starts giving the right answers consistently, then we’ll hire him.”
Now, a few questions for you.
1) Would you think me a capable manager? Why or why not?
2) What might you advise me about the assumptions and risks in my approach towards interviewing and qualifying a candidate?
3) What happens in your mind when you replace “interviewing a candidate” with “testing a product or service”, “questions” with “test cases”, “asking” with “testing”, “answers” with “results”, “hire” with “release”? Having done that, what problems do you see in the scenario above?
4) How do you do testing in your organization?