TestBash Brighton and the Evolution of Testing

TestBash Brighton 2017 (testing conference) logo

TestBash Brighton 2017 logoIn March 2017 I attended TestBash Brighton. Despite being a long-time fan of the Ministry of Testing (as well as their busy Testers’ Slack), I’d never been to any of their events before. I expected an enjoyable and engaging day, and I was not disappointed! Both speakers and attendees were friendly and approachable, and each talk was directly relevant to my role at Inviqa. Above all, attending TestBash feels like joining a ready-made community for a day. From the pub drinks the night before, to the board games at the end, it felt like I’d known my fellow attendees for years.

A key thing that struck me was that there seemed to be a unifying theme to all of the talks. This theme wasn’t explicit or predetermined, but revealed itself as the day unfolded.

Continuous Delivery and the evolution of QA

If you follow me on Twitter, you might have noticed that I’ve already blogged about this conference on the Inviqa blog. In that post, I reflected on Amy Phillips‘ Continuous Delivery talk and how CD was changing the way that Inviqa’s QA team operates, both as individuals and in partnership with colleagues in other roles. Here’s a little snippet of that post:

QA has always been a bottleneck – most teams have more developers than testers / QAs – but on CD projects that bottleneck has the potential to become even more pronounced.

One solution to this problem is to add more QAs to the project, but another option is to get other team members involved in your testing. Testing is a job role, but it’s also a skill that can be taught to others fairly quickly.

On my projects at Inviqa, I’ve had success with asking developers and PMs to help me set up environments ready for testing, explore specific edge cases, and document the implementation details of a feature that’s ready for UAT.

This is especially helpful when deadlines are tight or the tickets are piling up in the QA column, and it fits well with the collaborative nature of continuous delivery projects. More importantly, by teaching our colleagues about testing we can help to spread quality throughout our teams and the organisation as a whole. This fits in well with the ‘shift left’ theory of QA, where quality is a key component of each stage of the process.

Check out the full post for my thoughts on the changing role of Testing/QA in a Continuous Delivery context. Some of this post was left out for length reasons, so I’ve put it here instead.

Pick-your-own testing career

Del Dewar gave a talk titled ‘Step Back to Move Forwards: A Software Testing Career Introspective’. He shared his reflections on his own career and how the world of testing has changed during this time. Many experienced testers will have treaded the path of Tester > Lead Tester > Test Manager during their careers. Over time these role distinctions have become less relevant and many more niche roles have sprung up in between.

In organisations with agile, self-organising teams, traditional role expectations may become outdated. A tester’s day-to-day responsibilities may also bear little relation to their job description. The key message I took from this talk is that testing has become such a broad church that we, as testers, must forge a career path to suit our own skills and the needs of the organisations we work in. Sticking to the old role archetypes and expectations of what a tester does/doesn’t do simply won’t cut it anymore!

Reimagining test strategy

Another of my favourite talks, ‘Rediscovering Test Strategy’, was given by the aptly-named Mike Talks. Like Del, he reflected on how testing has drastically changed during the course of his career. In the past 20 years, systems under test have evolved from standalone programs that ran on a single platform (i.e. Windows) to complex, connected and multi-component software. Modern software runs on a seemingly infinite combination of operating systems, hardware form factors, browsers, screen sizes etc. This increase in complexity has also largely resulted in a shift from explicit, repeatable test cases to exploratory and constantly evolving testing approaches. However, the move towards exploratory testing doesn’t remove the need for effective test planning. Mike shared his tips for developing test strategies, including looking at the bigger picture, capturing lots of ideas and identifying weak points to focus on.

AI and Testing: prostheses for human behaviour?

My final highlight among so many excellent talks was Professor Harry Collins, Professor of Sociology at Cardiff University and author of – among many other publications – Gravity’s Kiss, the story of the discovery of gravitational waves. He gave a riveting lecture on the commonalities between software testing and artificial intelligence. He also shared his thoughts on the importance of testers in shaping the future of AI.

Professor Collins pointed out that all software is a prosthesis (or model) of human behaviour. In the same way that a prosthetic leg can never work exactly like an ‘organic’ leg, a computer program can never be a perfect reproduction of the same function performed manually by humans. However, this isn’t necessarily a bad thing; if designed well, computer programs can perform specific tasks many times more efficiently than a human can. This frees us up to focus our attention on other things that cannot (yet) be automated.

Collins’ talk also helped me to think about the way I design my own testing. If we consider a test (manual or automated) as an imperfect model of human behaviour, we can use this knowledge to identify weak points and areas for improvements in our testing. This insight could lead us to change our testing approach in order to better match user behaviour.

But wait – there’s more!

The above highlights represent less than half of that day’s brilliant speakers – there were also talks on ethics and testing, API testing, tool-driven testing and running a startup. David Christiansen, a tester-turned-developer-turned-CEO, gave an insightful talk that helped us to consider how testers can be more mindful of the strengths and weaknesses of the developer mindset. As I alluded to in the introduction of this post, all the talks seemed to converge on a single theme – the evolving role of testers in the fast-paced world of software development.

One thing I love about conferences is the buzzy feeling that you get when it’s all over. You might be bursting to try out the new technologies or approaches that you’ve just learned about. Or perhaps a talk has helped you to think differently about a challenging situation you’ve encountered at work? It’s rarely possible to remember everything you learned or to try out every new tool you’ve discovered. Nonetheless, the right mix of talks and fellow travellers can help you to synthesise your own work with the wider community.

Shameless plugs

If you’ve never been to a TestBash before, then hopefully this post gives you an idea of what it’s like. I really enjoyed my time in Brighton, and it inspired me to apply to speak at future TestBashes. I was therefore thrilled to be invited to give my Accessibility Testing Crash Course talk at TestBash Manchester in October! Please do take a look at the event if you’re interested, browse their full event calendar, or even apply to be a speaker. If any of those talk summaries tickled your fancy, you can also find videos for all of TestBash Brighton’s talks at The Dojo.

Dealing with recruiters – jobseeking advice

Dealing with recruiters

This is my second post for #NaBloPoMo (National Blog Posting Month), in which I’m blogging about my experiences of searching for a new job. Check back soon for more posts.

Recruiters – your worst nightmare?

Dealing with recruiters

Working with a recruiter can help you to find the right job, but it can be difficult to get noticed when competion is fierce. Image courtesy of 1shot / FreeDigitalPhotos.net

What comes to mind when you hear the word ‘recruiter’? I suppose it depends on your past experience of recruitment agencies/consultants, and under what circumstances you are approaching them. But it’s fair to say that recruiters have a somewhat shaky reputation among the general public. Whether that reputation is truly deserved is a topic for another blog post. Nonetheless, by learning a bit about what makes recruiters tick you can maximise your chances of successful job hunting.

The nature of the beast

Arguably the most important part of working with a recruiter is understanding who they’re ultimately working for and what motivates them.

The employer is the client, you’re the service user.

No genuine recruiter would ever charge a candidate a fee to use their services – it is the employer who is paying for their time. This has an obvious benefit to you – it’s free – but it also means that your needs (the right job) are secondary to the employer’s (the right candidate for the job). That doesn’t mean the recruiter isn’t working in your best interests, but it never hurts to remember who is paying their bill.

Recruiters are salespeople!

Recruitment consultants, generally speaking, earn a significant portion of their earnings from commission, paid by the employer. Sometimes the consultant (and/or their agency) is paid an upfront fee to conduct a search in addition to a significant final payment (retained recruitment), but more often than not the recruiter is simply paid a finder’s fee when a candidate is successfully placed (contingency recruitment). Recruitment agencies are highly target-driven, with fierce external (and often internal) competition. For widely advertised roles with a lot of candidates there may be a race to get there first, which might affect your chances if you’re not equally quick off the mark.

Recruiters are very busy!

It almost goes without saying that target-driven salespeople – who are working on a commission basis – often have packed schedules. A recruiter’s daily workload may include:

  • writing job adverts
  • posting adverts on multiple job boards
  • searching job boards for suitable candidates
  • interviewing potential candidates by phone
  • searching for advertised vacancies to recruit for
  • making ‘prospect calls’ to potential clients
  • catching up with pre-existing candidates

For a more first hand account of a recruiter’s daily routine, read this day in the life post by Mohammed Ahmed for Yolk Recruitment.

In short: don’t be surprised if you don’t always get a call back!

Taming the recruitment beast

With the above characteristics in mind, what can you do to maximise your chances of success? Here’s a few ideas:

Don’t be afraid to sell yourself

I noted above that recruiters are salespeople. This means, of course, that you, the candidate, are the product that they are ultimately selling. It pays, therefore, to make their life easier by doing some of the hard work for them. Here’s some sage words of advice from Aimee Bateman, founder of careers advice platform Careercake (emphasis mine):

You need to influence your recruiter and convince them of the benefits you bring and the value you can add to their clients. They need to really believe in you to really ‘sell’ you.

You can do this by giving them a breakdown of your achievements. You can write them a list of companies that you would love to work for and give them the reasons why and you can hand over as many fantastic references as you can get. Your recruiter can and will use all of this information to help differentiate you from the other candidates and secure you that last interview slot.

Taken from Aimee’s guest post ‘Top 3 Tips for Working with Recruiters‘ on the Undercover Recruiter Blog

The above advice may sound unorthodox but it really works. Following Aimee’s recommendation I include upfront references on cover letters, job applications and my CV. The results are noticeably better when I do. Of course, a similar approach also works when applying directly to employers.

Equally important when selling yourself to a recruiter is to be brief and to the point. When writing a cover letter for a specific role, focus on how you meet the requirements and what additional benefits you would bring to their client. Give concise examples of relevant work experience, but avoid repeating information that is contained in your CV. Not all recruiters place much importance on cover letters, but if you want to increase the chances of it being read then short and snappy is often the better approach.

Pick up the phone!

Many people (myself included!) prefer a well-crafted email or cover letter to a phone call but the truth is that speaking to an actual person guarantees that you’ll get a response. You may not be as eloquent over the phone as you are in writing, but it’s often much harder to demonstrate your enthusiasm using the written word alone. Calling someone up can also save you a lot of time; if a recruiter’s not interested then you’ll know immediately.

Keep at it

Finding a job via a recruitment agency is rarely quick or easy. You might get lucky on your first few attempts but the best way to get the job you want is to be persistent, focusing on your unique skill set and abilities. Here’s some words of wisdom from Joe Morgan, a digital marketing recruiter for the creative industries:

It can be very frustrating being a job seeker but my advice is STICK WITH IT. I work within the digital sector and without a doubt the job market fluctuates month upon month, the trick is keeping that finger on the pulse. Far too often I see candidates who apply for roles they are not suited for in desperation for work. As a candidate you will have a defined skill set and (hopefully) an idea of which industry sector in which you wish to continue your career. So stick with your skill set and stick with your industry aspirations, don’t apply to roles that deep down you know you are not suited for. Every day is a new chance!


I hope that you’ve got something from this post, and please pass it on to anyone who may find it useful. Thanks also to Joe Morgan for contributing his advice.

Tips for graduate jobseekers, from a recent graduate

Unemployed graduates

The following post is partly a personal reflection based on my own experiences; a combination of things that worked for me and things I wished I’d known when I was looking for work. I’d welcome your thoughts and contributions, in the comments below or via TwitterI’m also grateful to the wonderful Aimee Bateman of CareerCake for contributing to this blog post!

Finding a graduate job

Getting a graduate job in today’s world is no easy feat. The so-called milk round of our parents’ generation is long gone and will probably never return, and as of July this year the average applicant per graduate job is a whopping 52, 11% more than 2011. We’re constantly told that we have to go the extra mile to stand out from the crowd, but this is often easier said than done when everyone else is given the same advice! So here’s my take on the subject:

Embrace social media

If there’s one key skill that employers of all shapes and sizes are seeking today, it’s social media savvy. Recent research has found that companies who embrace social media across their organisation (not just in the marketing department) are reaping the benefits. Use this knowledge to your advantage by demonstrating to potential employers that your use of this medium would be an asset to their organisation. If you’re going to do this though, you have to do it properly; populating a LinkedIn page or Twitter bio is one thing, but for it to have an effect you have to use these channels to engage with others and demonstrate your knowledge of the industry (or industries) you are working in. Great places to start include LinkedIn groups and Twitter Chats; both of these will enable you to target relevant industry sectors, engaging with thought leaders and practitioners. Your social media presence should also act as an interactive CV and Cover Letter combined, a personal brand if you will; for more on this topic see my blog post Cultivate your Personal Brand using Social Media. See also this Guardian article for even more practical advice. Of course, this strategy requires a considerable investment of time; don’t expect results overnight.

Find a ‘career sponsor’

The word ‘sponsor’ has obvious financial connotations, but in this case I’m talking about something completely different. The concept of a career sponsor was first introduced to me live on the air when I appeared as a job-seeking graduate on BBC Radio Walesmorning show. A fellow guest, an HR manager at BT, described a career sponsor as:

A person you know who is successful, who you can go to for advice and support whenever you need it, and who will sing your praises to others.

This is perhaps the most useful piece of career advice I’ve ever been given. A career sponsor, in other words, should be your rock, someone who knows you well and who understands your unique strengths and limitations. Chances are, you know someone like this already; if so, use them! Of course, it’s just as likely that there are several people who could each fulfil one part of this role. On a personal note, my Dad has always been a great source of inspiration to me, helping me to see the bigger picture and to understand my own abilities and strengths. A Cardiff University School of Music lecturer has been another source of wisdom for me and many other students, so much so that I nominated him for an award! And finally the wonderful Aimee Bateman (as featured in this post – see below) has helped me to re-evaluate my approach to job-seeking and my career and I’m very proud to count her as a friend. Basically, the key message of this bullet point is:don’t go it alone; seek out and make use of a person or persons who will keep you motivated and help to show you the bigger picture.

Success is found in unexpected places

This is perhaps the most abstract piece of advice in this post, but bear with me; when it comes to finding a job, imagination is just as important as determination. It’s very easy to get stuck in a rut, or to think that there really aren’t any jobs that you’re suitable for, but more often than not you just need to change tack. Apply for work experience (if you live in Wales, GO Wales is a great resource for this), even short-term placements, and don’t be afraid to go after opportunities in different sectors. As a music graduate I gained my current job (Marketing Executive for LexAble, a software company) through a 2 week work experience placement. Part of this was being in the right place at the right time, but it was my transferable skills (namely IT proficiency, a working knowledge of web design and the ability to write well) that got me the job! Another important message that I would share is to never overlook small businesses; when I started my placement I never thought that my now boss would have any need for a permanent employee, but I was quickly proven wrong! After months of applying for advertised jobs in the arts sector with well-established and much larger organisations, it was in a completely different sector, with the smallest possible company and in a role that was yet to exist where I found my first big career break! In brief: be creative in your job search, don’t be afraid to look outside your sector, and ignore the ‘little guys’ at your peril!
To finish off this post, I asked career guru Aimee Bateman what the most important thing graduate job-seekers should be doing to ensure their success. Here’s her reply:

Make it personal and adapt your cover letters and applications to each employer. Don’t ever make an employer feel like they are just one of many companies you are contacting (even if they are). If you want an employer to be genuinely interested in you, then you must show you are genuinely interested in them

For more advice, check out the videos on her site or the CareerCake YouTube channel.

What about you? Are there any job-seeking strategies that worked well for you? What’s the most valuable piece of advice you’ve been given? Let me know in the comments.