Skills and Abilities
Posted: Wed Jan 22, 2025 5:20 am
becoming increasingly important for companies in terms of customer experience, and businesses expect to see relevant skills and competencies in applicants' resumes, but at the same time, basic courses for advanced training and retraining programs are widespread in Russia, which release a large number of new specialists to the market. Employers, in his opinion, also tend to give preference to novice testers with higher technical or additional education, since such applicants already have fundamental knowledge.
Head of the HR departmen chile whatsapp number database t at PIX Robotics Anna Melnik attributes the decline in the level of training to underestimating the entry threshold: "There is a common belief that testing is an easy entry into the world of development. The entry threshold of skills there is, indeed, lower than for the position of a programmer, but this does not mean that a tester does not need good starting training. Testing one-page business card websites is an experience that is not of particular interest to an employer, but often this is the only experience on a job seeker's resume. The shortage of personnel forces employers to take poorly prepared candidates, which to a certain extent reinforces the confidence that employment with minimal knowledge, with two-month courses behind you, is real. Hence the decline in the quality of training."
Artem Zgogurin noted that supply and demand in the labor market are constantly changing, and a decline may be a temporary phenomenon caused by economic factors or changes in technological trends.
Among the main skills that companies pay attention to when selecting employees, the leaders are backend testing (70%), frontend (62%) and integration (53%). Employers also value experience working with databases (51%) and test analytics skills (48%). Generalists with T-Shaped skills are increasingly in demand, and the trend of mixing professions is becoming more and more active (for example, PerfOps, QAOps, develop lawyer).
43% of respondents hire only experienced specialists, but 25% of them do not improve the skills of already hired employees. Another 38% train specialists through third-party courses, and 34% have built a corporate educational center. However, having a specialized education turned out to be an insignificant factor.
According to Artem Kostryukov, it is often unprofitable for companies to create a training center, especially in conditions of high staff turnover: "It is easier to allocate a budget and send testers to a conference or a series of meetups. As part of individual development plans, specialists most often learn the necessary skills and tools themselves. In addition, in the Russian Federation, certification institutes for qualified IT specialists are just emerging, both in the development and testing of software. Many companies do not see the point in investing in employees if they foresee their turnover within a year or two."
Igor Bessarab is confident that with well-structured procedures, there is simply no objective need for advanced training: "Companies achieve the necessary level of testing quality assurance through a well-honed base and developed practical skills of their testers. This is enough to ensure that tasks are completed at the required high level, customers are satisfied, and the costs of personnel training are reduced."
Irina Bibik reminds us that upgrading the qualifications of employees is a direct cost that is not 100% recouped: "Not all companies are ready to bear these costs. Some companies also fear that specialists will "learn and leave", while others, on the contrary, are afraid that they "will not learn and stay". At the same time, the IT sphere really offers wide opportunities for those who are motivated and want to develop in the profession."
Head of the HR departmen chile whatsapp number database t at PIX Robotics Anna Melnik attributes the decline in the level of training to underestimating the entry threshold: "There is a common belief that testing is an easy entry into the world of development. The entry threshold of skills there is, indeed, lower than for the position of a programmer, but this does not mean that a tester does not need good starting training. Testing one-page business card websites is an experience that is not of particular interest to an employer, but often this is the only experience on a job seeker's resume. The shortage of personnel forces employers to take poorly prepared candidates, which to a certain extent reinforces the confidence that employment with minimal knowledge, with two-month courses behind you, is real. Hence the decline in the quality of training."
Artem Zgogurin noted that supply and demand in the labor market are constantly changing, and a decline may be a temporary phenomenon caused by economic factors or changes in technological trends.
Among the main skills that companies pay attention to when selecting employees, the leaders are backend testing (70%), frontend (62%) and integration (53%). Employers also value experience working with databases (51%) and test analytics skills (48%). Generalists with T-Shaped skills are increasingly in demand, and the trend of mixing professions is becoming more and more active (for example, PerfOps, QAOps, develop lawyer).
43% of respondents hire only experienced specialists, but 25% of them do not improve the skills of already hired employees. Another 38% train specialists through third-party courses, and 34% have built a corporate educational center. However, having a specialized education turned out to be an insignificant factor.
According to Artem Kostryukov, it is often unprofitable for companies to create a training center, especially in conditions of high staff turnover: "It is easier to allocate a budget and send testers to a conference or a series of meetups. As part of individual development plans, specialists most often learn the necessary skills and tools themselves. In addition, in the Russian Federation, certification institutes for qualified IT specialists are just emerging, both in the development and testing of software. Many companies do not see the point in investing in employees if they foresee their turnover within a year or two."
Igor Bessarab is confident that with well-structured procedures, there is simply no objective need for advanced training: "Companies achieve the necessary level of testing quality assurance through a well-honed base and developed practical skills of their testers. This is enough to ensure that tasks are completed at the required high level, customers are satisfied, and the costs of personnel training are reduced."
Irina Bibik reminds us that upgrading the qualifications of employees is a direct cost that is not 100% recouped: "Not all companies are ready to bear these costs. Some companies also fear that specialists will "learn and leave", while others, on the contrary, are afraid that they "will not learn and stay". At the same time, the IT sphere really offers wide opportunities for those who are motivated and want to develop in the profession."