What questions might be asked during a software testing interview?

I also emphasize this kind of question when I train each student to think in interviews.

Every company has a different focus and every interviewer's style is different, so you can get an idea of what type of questions you're asking, but you can't tell what the interviewer will ask and how.

Here I will say it in two categories:

Category 1: Skills and experience required for the position. This kind of question will definitely be asked, unless you encounter an HR interview first, and you don't pass, and you don't even have the chance to be asked.

Otherwise, the interviewer will definitely ask you questions about your skills and experience; This requires you to sort out the skills and experience related to software testing (e.g., software testing has the ability to test cases, test development, etc.).

Category 2: Other general issues. It can be understood as a question other than skill experience.

For example: salary, education, self-awareness issues (such as your strengths and weaknesses, your future plans, etc.), family (such as: do your parents agree with you changing careers?)

How far do you live from here? Talk about your family. Attitudes (e.g

What do you think about overtime. This is the kind of question that can be asked by both HR and job interviewers.

It is inevitable to ask about the basics of software testing, such as what is black box and white box testing, the difference, etc.; What do various tests such as performance testing, stress testing, etc. mean? What is a test case? How to design?

Then you might give an example and ask you how to design a test case and how to start testing.

That's pretty much it.

Hope it helps.

You go to the forum section of the 'China Software Testing Alliance'** to find it, there is an interview section in it, which is full of real interview questions.

1.Theoretical knowledge of software testing, such as what software testing is, the purpose of software testing, what qualities software testers should have, black box testing methods, and white box testing methods.

Or knowledge of C++.

3.The interviewer learns about your personality traits through conversations with you.

You've met a few of them, so you should be able to figure out why you've failed. ~~

Let me probably say that if you are interviewing for software black box testing, you will probably ask about the writing method of the test case, such as cause and effect diagrams, equivalence class divisions, boundary values, scenario methods, etc., and how they are used, and there will be questions on the spot, such as how you should test if you are given a cup, etc.

If you're interviewing for a white box or performance test, that's another story. If you are interested, you can chat individually.

The written test is basically a process, and no one will carefully see if your answer is correct or not. Generally, the interviewer will get to know your specific situation by chatting with you. The interviewer is also an employee of the company, but he is a little cunning, don't be afraid, you just treat him as a stranger asking for directions.

Whatever he asks, you just have to answer.

Good luck!

It depends on what level you are.

Beginner level is easy, intermediate level is more difficult, and advanced level is difficult.

You have to look at luck, and the interviewer looks at the impression of you.

Be confident during the interview, whether it's in person or on the spot.

Casual means that recruiters and job seekers talk freely, the atmosphere is relaxed and active, unrestrained, and recruiters and job seekers are free to express their opinions. The purpose of this method is to observe the candidate's speech, manners, knowledge, ability, temperament and demeanor in small talk, and to conduct a comprehensive comprehensive quality examination.

Situational mode is set up by the recruiter in advance, proposes a problem or a plan, and asks the employee to enter the role simulation to complete, the purpose of which is to test his ability to analyze and solve problems.

Special style: The company organizes a special job fair, and the company's interviewer will conduct auditions on behalf of a number or even a large number of candidates, and select a number of candidates who meet the company's requirements for subsequent interviews, which is suitable for the initial screening of candidates. For example: school recruitment session.

Stressful is a way for recruiters to consciously exert pressure on job seekers to ask a series of questions about a question or an event, in detail, and to the bottom of the matter, until they are unable to answer. This method mainly observes the candidate's response to special pressures, mental agility and adaptability.