How to Answer Team Playing and Leadership Related Interview Questions for Test Lead Position

In this write-up, you’ll find compelling strategies to answer queries surrounding team collaboration and leadership competencies during Test Lead/Manager interviews. This is the continuation of our Test Lead interview query series.

Moreover, you might want to read the initial section here. In this prior section, we supplied responses to the six most frequently raised QA Test Lead/Manager interview questions.

Before delving into the main queries, let’s first examine the ideal characteristics of a QA lead’s team collaboration and leadership abilities:

#1) Active involvement – Being proactive and participating as team members is essential for leads to ensure effective project implementation. This cultivates trust within the team and motivates them to respect your viewpoints and choices. By taking a hands-on approach, you minimize reliance on the opinions and suggestions of others.

#2) Mentorship – Leading by example is often the most powerful learning tool. As a team leader, you should embody effective leadership and mentorship. Companies usually seek out leaders who are not only proficient in guiding teams but also contribute to the nurturing of future leaders.

#3) Exceptional functional/technical proficiency – We touched upon this point in our previous article. Both experience and knowledge are vital. Strive for excellence in your field, keep tabs on emerging trends, adopt new methodologies, gauge success, and continually improve. Consider obtaining relevant certifications if needed. For more details on QA certifications, you may refer to the articles below:

• Guidelines for Preparing for the CSQA Certification
• Preparation for the CTAL Advanced Level (CTAL) Exam

Now that we understand the favored traits, let’s delve into some representative questions that might be asked in the interview:

8 Sample Queries Concerning Team Collaboration and Leadership Skills

Question #1: Do you actively write test cases?

The universal response should be a clear “Yes.” Test leads play a hands-on role in the testing process, in addition to guiding and leading the team.

Browse this article on devising test cases from SRS for further insights.

Question #2: How do you tackle conflicts among team members?

The ideal approach is to initially handle conflicts in an informal setting. Organize casual one-to-one meetings over coffee to understand each individual’s point of view. If the problem stems from a mere misunderstanding, encourage them to resolve it among themselves. Consider holding a team meeting to discuss and avert escalation, if needed. Strive to cultivate a harmonious work atmosphere, intervening only if the conflict significantly disrupts the project flow. In extreme cases, the HR department might need to be involved.

Peruse the following articles for more valuable insights:

• Forming a Successful QA Team
• Creating an Effective Test Team
• Developing and Expanding Your QA Team

Question #3: How do you give feedback to team members who are underperforming?

Start by setting clear expectations, encompassing aspects such as project modules, schedules, deliverables, formats, and usage of tools. After a predetermined review period, measure performance based on factors such as adherence to timesheets, review comments, and timely delivery. If the performance is subpar, address the issue by:

• Conveying the results to the team member
• Ensuring that they understand what the issues are
• Designing a new performance strategy, setting markers for success, and determining a revised timeline for review
• Providing necessary support or guidance to boost performance

Question #4: What is your strategy for onboarding new team members?

• Set aside time for knowledge transfer and orientation
• Share contact information for various roles (e.g., BA, networking team, tool admins, help desk, Dev team, etc.)
• Grant necessary tool access
• Disseminate pertinent documents, templates, past artifacts, test plans, and test cases
• Communicate performance expectations (as discussed in question #3)
• Pair fresh team members with seasoned ones for initial assistance
• Ensure open communication channels to monitor progress

Question #5: How engaged are you in reviewing test cases, defects, and status reports?

Although it may be tempting to claim involvement in reviewing every piece of documentation, it’s important to develop autonomous teams requiring minimal oversight. Therefore, emphasize the following strategy:

Like any regular team member, I partake in reviews of test cases. We carry out periodic peer reviews. Nevertheless, I don’t scrutinize every individual’s work. By adhering to stringent processes, we distribute the workload and foster smooth progress.

I personally validate all defects to ensure relevance, avoid duplications, and maintain completeness. This process, while intensive initially, decreases in intensity as teams become acquainted with it. Compiling and distributing status reports are typically the responsibility of a team lead and follow the organization’s established norms.

For further information, have a look at this article that explains test documentation reviews in six straightforward steps

Question #6: What’s your approach to analyzing and mitigating risks?

Analyzing risk is a critical activity during the test planning phase. However, if any unplanned circumstances or time constraints arise, you may need to conduct additional risk analysis sessions.

For comprehensive examples and information, refer to the following articles:

• FMEA – Failure Mode and Effect Analysis
• Risk Management in Test Planning
• Risk Management in Test Design/Execution

Question #7: What kind of guidance have team members sought from you, and how did you assist them?

This question is subjective and depends on your professional experience. Highlight instances where you had to:

• Help team members arrange time off for personal reasons
• Provide technical assistance
• Offer career guidance
• Recommend certifications
• Propose them for company-wide recognition
• Send appreciation emails for outstanding performance

Make sure to have anecdotes prepared to showcase your positive influence on these situations.

Question #8: What aspects do you take into account while hiring or dismissing team members?

Not all test leads may participate in hiring or termination decisions. If you haven’t been directly in charge of these decisions before, make sure to specify that during the interview. Generally, technical knowledge, a positive attitude, and effective communication are key factors for hiring. Termination is typically considered for serious offenses, like misconduct or embezzlement, whereas less severe mistakes can often be rectified.

For more information, refer to this article on recruiting suitable candidates for software testing roles.

Conclusion

Our list ends here. While it might not cover every conceivable question, it does provide extensive and goal-oriented advice.

Implementing the principles discussed in these two articles can significantly boost your chances of succeeding in a QA lead interview.

We always appreciate your experiences, feedback, and comments, as they enrich our content and promote a more engaging learning experience. We encourage you to share your insights.