IntroductionThis page is to help you prepare yourself for any Planit Client interview that you may be required to attend.

This page should be reviewed as part of the bench procedures and completed the day before your client interview.

This page includes:

Types of Interviews Preparing for the Interview Researching the Company Reviewing your PA Interview tips on answering questions Interview role play Review feedback Final preparation Reporting to Bench Manager after the interview

Types of InterviewsTraditional Interview

The "traditional interview" uses broad-based questions such as "Tell me about your strengths and weaknesses". Interviewing success or failure is more often based on your ability to communicate and establish rapport than on the authenticity or content of your answers.

Panel (or Group) Interview

The "panel (or group) interview" uses a committee of people, usually around a table, asking questions. The key to this type of interview is to balance eye contact with both the person who asked the question and the remainder of the group.

Behavioural Interview

What is a "behavioural: interview? Behavioural based interviewing is interviewing based on discovering how the interviewee acted in specific employment-related situations. The logic is that how you behaved in the past will predict how you will behave in the future i.e. past performance predicts future performance. You may also be asked about situations outside the work environment.

Traditional Interview vs. Behavioural Interview

In a traditional interview, you will be asked a series of questions which typically have straight forward answers like "What are your strengths and weaknesses?" or "What major challenges and problems did you face? How did you handle them?" or "Describe a typical work week."

In a behavioural interview, an employer has decided what skills are needed in the person they want to hire and will ask questions to find out if the candidate has those skills. Instead of asking how you would behave, they will ask how you did behave. The interviewer will want to know how you handled a situation, instead of what you might do in the future.

Questions in a Behavioural Interview

Behavioural interview questions will be more pointed, more probing and more specific than traditional interview questions:

Give an example of an occasion when you used logic to solve a problem. Give an example of a goal you reached and tell me how you achieved it. Describe a decision you made that was unpopular and how you handled implementing it? Have you gone above and beyond the call of duty? If so, how? What do you do when your schedule is interrupted? Give an example of how you handle it. Have you had to convince a team to work on a project they weren't thrilled about? How did

you do it? Have you handled a difficult situation with a co-worker? How? Tell me about how you worked effectively under pressure.

Note: Follow-up questions will also be included. You may be asked what you did, what you said, how you reacted or how you felt.

See sample answers to these questions below

It's important to keep in mind that there is no right or wrong answer. The interviewer is simply trying to understand how you behaved in a given situation. How you respond will determine if there is a fit between your skills and the position the company is seeking to fill. So, listen carefully, be clear and detailed when you respond and, most importantly, be honest. If your answers aren't what the interviewer is looking for, this position may not be the best job for you anyway.

Testing Specific Interviews

For most if not all client interviews you will be asked testing specific questions. The interviewer is trying to find out if you understand the test process and the role you will be required to perform. A few examples of testing specific questions are:

How do you ensure your test cases provide full coverage of the requirements? What information would you include in a defect? How do you verify that the issue you raised is a defect?

Unlike the behavioural and traditional questions there is a wrong, or insufficient, answers for these questions, and in most cases if you cannot answer them correctly the interviewer is not likely to want to employ you. There are number of sample questions specific to testing, along with sample answers below. Attempt to answer these questions on you own first before reviewing the sample answers. If you are unsure of any of the questions or want to confirm if your answers are correct, or sufficient, ask one of the senior people on the bench to review them.

Preparing for the InterviewResearch the company and review job description

Find out what the company does and make sure you are able to provide an answer for the question "what do you know about this company?" The purpose of this question is to show how interested you are in getting the job. It also displays a little initiative.

Go to the company website and research the following areas:

About Us Clients & Partners Services Awards Recent news

Company Policies

Use the information that is already on Confluence, such as the Client Profile and the Domain Experience pages.

Review the job description, if one exists, and make sure you understand what exactly the job will involve. If you're not sure about any of the terms or technologies they mention then look them up online or speak to someone in the office who does.

Make use of Planit's staff on the bench

As a lot of the interviews you will go for may be with clients that Planit have dealt with in the past, or may still have a number of staff currently working there, you should make enquiries with staff who have dealt with them previously.

To make use of this:

Ask the consultants on the bench

What they know about the client? What type of person the interviewer is? How to get there and what is the building layout? Who has worked there before and if they are not on the bench do they have a contact number

for them?

Ask someone who has worked there previously:

What they did there? What is the company like to work for? Do they know what role/project the client has in mind for you? What sort of acronyms and terminology do they use there?

This is a big advantage that Planit staff have over any outside contractors the client might be interviewing so make use of it.

Review your PA and prepare five or more success stories

Read through your PA to refresh your memory on past projects. Prepare answers that might relate to the qualities the employee is seeking, as stated in the selection criteria or job specification. Remember the points to include in your answer are:

A specific situation The tasks that needed to be done The action you took The results i.e. what happened

In your PA pay particular attention to Section Three, Five and Six

Section Three: Behavioural Competencies. If you have completed this section of you PA properly you will be able to provide detailed stories to show:

Customer Services Teamwork and Leadership Communication Initiative Self Management

Also see the information on Confluence about Behavioural Competencies.

Section Five: Highlights and Future Roles. This section will help you answer any questions about going above and beyond your role.

Section Six: Personal Analysis and Development. This will help you answer the following questions:

What are your strengths? What are your weaknesses?

Prepare stories to help you answer these questions. Don't learn an answer 'parrot fashion', but do practice your responses and use them in your role play interview. It's only when you actually verbalise the answer that you hear how good or bad your answer sounds and you will be able to receive feedback on your answers prior to the real interview.

Review sample questions, answers and things to avoid

Review the table at the bottom of this page with a list of sample questions, both generic and testing specific. Take note of the "What the interviewer is looking for" column and prepare your own answers for each question. You can use the sample answers as a further guide to creating your own answers and make sure to note the "Things to Avoid" column.

Know your CV

You must know your CV in detail. Where you worked, how long the contract was for, what your role was, what your responsibilities were and what the goals of the project were.

How to dress for success

Click here to read on how you should dress for success at interviews

Interview Hint and TipsUse positive body language

Many recruiters place great emphasis on body language, so avoid making basic errors. Be conscious of your posture when seated and avoid nervous gestures. Try to engage the interviewer by being attentive and maintaining eye contact - if there is more than one person interviewing, remember to include them as you would in normal conversation.

Start strong - The interview starts the moment you step into the room. Walk in tall, with a smile on your face. Make sure your hand is free, and offer it to the interviewer.

Posture - Sit upright but not too stiffly in your chair, relax and lean slightly forward, about 10 degrees, towards your interviewer. How you position your head also sends a message. Tilting your head very slightly to one side comes across as friendly and open. Keeping it straight comes across as self-assured and authoritative.

What to do with your Hands - If you are unsure of what to do with your hands, rest them, loosely clasped in your lap or on the table. Keep your hands away from your face. Folding your arms across your chest suggests a closed and defensive attitude.

What to do with your Legs - A lot of leg movement is both distracting and indicates nervousness. Crossing them at the ankles or placing both feet flat on the floor conveys a confident and professional look during the job interview.

Eye Contact - If you are speaking, or the interviewer is asking you something, raise your head and make regular eye contact to show that you are actively involved.

With panel interviews it is best to look at and direct your answer to the person asking the question, while glancing periodically at the other interviewers.

Voice Delivery - Speaking in a clear and controlled voice conveys confidence. Avoid speaking in a monotone by varying your tone and pitch, however don't overdo it and come across as overly excited or emotional.

Leave the interview with a positive impression

Finally, thank the interviewers for their time and give a firm handshake. Last impressions are as important as first impressions and the way you leave may well be the way you are remembered.

Answering QuestionsGive yourself time to compose an answer

When responding to questions don't feel that you have to immediately jump in with your answer. 'Pause' for thought.

Keep your answers brief and concise

Unless asked to give more detail, limit your answers to two to three minutes per question. Beware of allowing your answers to go on for too long. Watch for signs of boredom or impatience from the interviewer and keep to the point. If more detail is required, it will be sought via a further question. Remember, listening skills are important.

It's about you and your experience

The interviewer wants to know about you and your suitability for the position, so it is important to emphasis your achievements. Relate specific examples of where you have demonstrated your proficiency in certain areas. Make sure you refer to your actual role. Even if it was a group task, talk about your individual role, what contribution you actually made, and also how you interacted with the group, - use "I" rather than "we".

Repeat your key strengths

It's essential that you comfortably and confidently articulate your strengths. Explain how the strengths relate to the company's or department's goals and how they might benefit from your strengths. This will make them memorable - if supported with quantifiable accomplishments - they will more likely be believed.

It is important in an interview to show how you can make a difference

Provide examples of where you made a difference on a previous project by doing something to outside the scope of your role. Note: doing overtime is not an acceptable answer here.

Let others speak for you

Let others build you up by saying something like "My manager felt some of my most valuable attributes were that I could always be counted on to get a project/task done on schedule and that the client has consistantly noted the level of quality you produce".

Asking Questions

Use the interview to find out more about the job

The type of questions you ask and the way you ask them can make a tremendous impression on the interviewer. Good questions require advance preparation. Just as you plan how you would answer an interviewer's questions, write out specific questions you want to ask.

The timing of your interview questions should be thought about. The interviewer will ask you at some point, "Do you have any questions for me?" You can wait for this opportunity to ask your planned questions or you can assess the situation as the interview progresses to decide when it is a good time to ask your question.Not asking good questions during the job interview when given the opportunity is a big interview mistake; it indicates a lack of interest and initiative.

Good tips for asking job interview questions Ask open-ended questions. Closed questions that require just a "yes" or "no" response

contribute little to the flow of the interview and provide minimal information Avoid interrupting the interviewer, make sure you are at an appropriate point for your question Only ask questions that are relevant to the job, department, management and organisation Interview questions that appear to be challenging the interviewer or that require knowledge or

information that the interviewer is unlikely to have create an uncomfortable atmosphere and impact negatively on attempts at establishing rapport

Research the company and revise the job description and try to come up with 4-5 good questions. Remember some of the question may have already been answered during the interview so be careful not to ask the interviewer to repeat themselves. Usually 2-3 good questions are enough at the end of an interview to leave a good impression.

What Not To Ask! - VERY IMPORTANT*** Questions NOT *to ask ****

NEVER ask questions pertaining to overtime hours, lunch breaks or training. These questions can be answered by your account manager. Examples of badquestions are below:

How many weeks leave do I get? How long is the lunch break? Are the working hours flexible? What type of benefits does the company offer? How much overtime would I have to work? Would I really have to work weekends?

Occasionally your interviewer may answer these questions without you asking but if they do not then do NOT mention them

Interview Role-playArrange a suitable time with your Bench Manager and schedule a 10 minute roll play interview. You can ask more than one person to play the interviewer role if you like. Don't ask your mate to perform the interview or someone you think is not going to offer constructive criticism. This is so you can get honest and unbiased feedback which will help you perform better in the real interview.

When the role play interview is over, review the feedback sheet and work on the areas for improvement.

The feedback sheet consists of questions based on the interviewee's body language, correctness of answers given, how well the person has done a research on the company, questions asked by the interviewee to the interviewer. The interviewer can make use of the sample questions provided in the feedback sheet if they wish.

Interview Role-play Feedback Sheet

Final PreparationBe punctual

It is extremely important for you to double check the location, exact venue, public transport and available parking prior to the day of interview. Don't take a chance on the day; establish beforehand how long it takes you to get there. If you fail to arrive on time, the employer will draw the conclusion that you are unreliable. The golden rule of interviews is: arrive 10 minutes early, so that you have time to compose yourself and your thoughts. Arriving 15 or more minutes early can be a huge inconvenience to the interviewer.

Image is often as important as content

Think carefully about your appearance and presentation prior to the interview. Dress neat and tidy which means a suit and tie for men, smart business suit for ladies. The manner in which you dress and hold yourself makes a powerful statement about you. Try to project the image of a business-like and efficient professional.

Post Interview reviewAs soon as you return to the bench report to your Bench Manager to let them know how the interview went. Provide feedback on what type of questions they asked. Also provide feedback on whether or not you felt your pre-interview preparation helped or not. If you have been asked any additional questions which were not covered in the sample questions then please update the sample questions section (Make sure not to repeat similar questions but in different words.)

If there are other people you know going for an interview with the same company (as often companies take on more than one person at a time) send them an e-mail with any feedback you feel will help. Even if they get the position and you don't, you are still helping Planit establish relationships with clients and potentially there will be more positions in the future.

Good luck! 

Testing specific questions

What they are looking for

Sample answers Try to avoid

How would you explain the difference between UAT and System testing?

Your knowledge of different testing phases

System Testing is conducted based on System Requirements Specifications (SRS). This is focused on the individual functions of a system. Each function is tested in a separate low-level test case which should adhere to binary format. UAT is conducted based on User Requirements document or Business Requirements Specifications (BRS).

These test cases are high-level test cases based on the end-to-end process the end user will perform. The test cases can cover many functionalities and are passed on whether or not the user could complete the process successfully

Describe risk based analysis.

Product and Project risk Likelihood and Impact

The focus of risk based analysis is to determine what the potential project and product risks are. The main two aspects that will be looked at are likelihood and impact. The likelihood refers to technical risk and the impact refers to business risk

What does Risk mean to you?

Likelihood and impact

Risk is the likelihood of failure within a product or project and the impact it will have on the business

What is the relationship between Testing and Risk?

Risk mitigation Testing is a method of risk mitigation. The first aspect of the testing process is identifying the test conditions and prioritising them based on their complexity or importance to the business. Ensuring the higher priority test conditions are working reduces the risk of the product failing and the risk to the business.

Give two examples of Risk Mitigation. One for Product and one for Project Risk

Understanding of risk mitigation

Mitigation of product risks: Reviews of requirements Prioritisation of test conditions 

Mitigation of Project risks Ensuring sufficient resources are available (testers) Ensuring a good test environment is available Use of testing tools

Tell me how the test process works? Or explain the test process?

Planning and control Analyses and design Implementation and execution Evaluating exit criteria and reporting Test closure activities

"The first task is creating a test schedule and estimates on how long testing will take. This is followed by reviewing requirements, identifying test conditions, prioritising test conditions and creating test cases to verify each condition. The next phase involves test execution, identifying and tracking defects. Reporting on test progression throughout test execution and comparing progress against planned schedule and

exit criteria is an ongoing part of the test process. Finally, the delivery of product to business followed by a review of testing process to establish effective and ineffective procedures used (lessons learned)."

What testing tools experience do you have? And can you rate your competency for each?

Mercury Jira Rational QTP etc

This is unique to each person. Answer this question honestly and describe the tasks you performed using each tool. In most cases an employer will appreciate that if you have a lot of experience with one testing tool, then you will be able to quickly understand another testing tool.

What is the difference between the Test Process and the SDLC?

The test process is part of the SDLC

The SDLC is the overall Software Development Life Cycle, which begins from the business creating the requirements and identifying what they would like the product to do. Followed by the development and testing of the product and ends when the end product is accepted by the business. The Test process begins at the earliest, once the requirements have been identified, but most commonly after the first segments of code for the product have been written, starting with Unit Test and most likely ending with UAT.

How importantly would you rate communication as a skill for testers?

Communication is extremely important for: Defects Test steps Reports

"Communication is an important skill in almost any role, as a tester it is important to be able to clearly describe steps to be taken and expected results in test cases. Also to be able to raise defects so that it clearly and precisely describes what the problem is and communicate the circumstances in which it occurred and steps to take in order to recreate. A good tester should also be able to communicate their own ideas and opinions when appropriate and be able to explain outstanding issues to their manager/team lead and other team members. So overall I would rate communication very highly as a skill for a tester."

What you would document when raising a defect? What

Knowledge and experience

Summary Software release Environment 

attributes make up a defect?

Date/Time Vendor Priority Severity Status Description Reporters name Assignee Steps to recreate Screen shots Trace logs Requirement effected/failed

If your Test Lead sets you an impossible task what would you do?

How you resolve conflicts. People skills

"I would investigate the task assigned to me and document all the possible approaches and blocking issues that may be preventing each approach. I would then discuss the blocking issues with the team lead and provide detailed information as to why the task cannot be performed."

Don't say you would just ignore what he/she is saying because it can't be done.

You have noticed a difference between the test case and the systems behaviour, the developers tell you the system is correct, what do you do?

Check requirement documentation

"The requirements documentation is the source of truth. If the application is not behaving as specified in the requirements then it is a defect. If a requirements change is necessary then the only the Business can approve this change, not the developers or the testers."

If the developers said that it's not a defect then accept their answer.

What do you think are the 3 most essential skills in testing and how do you rate yourself in these skills?

Knowledge and experience

Below is a list of good skills for a tester. Rate yourself positively on each of them, as they are the essentials for any tester. 1. Analytical and logical thinking. 2. The ability to envision business situations. 3. A sense of curiosity and creativity. 4. Eagerness to continue to learn. 5. Planning, time management skills. 6. Good communication skill.

What methodologies do you understand? Which testing methodologies have you used?

V-Model Waterfall Agile RAD/RUP

Answer this question honestly. Provide examples of projects you worked on that used different methodologies and what the key differences were between each methodology to illustrate you understanding. If you are unfamiliar with what methodology your company is using, simply describe the test process

Don't attempt to talk about methodologies you don't fully understand. It will be obvious you are trying to bluff

they use

What is your ideal role within a Test Team?

Ambition "To be able to take responsibility for my own work within the team and to provide help and support for others. I would also like to be in a position to use my own initiative and an opportunity to take on new responsibilities and challenges. I would eventually like to be in a team lead position"

I don't care what role I have in the team

What attributes make up a test case/condition?

Knowledge and experience

Test case title Test case objective Requirement ID/Test conditions covered Test data Pre-requisites Steps to perform test Expected results for each step Number of executions Software release last executed

What do you like least about testing or what is your least favourite part of the testing process?

What is your attitude towards testing

"Trying to identify test conditions and create test cases when there is little or poor requirements documentation. However, I always maintain a positive attitude, make enquiries to the relevant people as to what the requirements should be and complete my work to the best of my thoroughly and efficiently."

Do not describe a major part of what the job will involve such as, identifying test conditions, writing test cases, executing test cases, reporting, etc.

Provide an example of a time you implemented a change in your work place?

Initiative Answer this question honestly, the employer is trying to find out if you have shown initiative in the past and can go above and beyond your role and responsibilities. This can be a small change you have made or suggested such as, adding additional fields to defects or test cases to provide more information, creating new templates for reports, making suggestions to speed up time consuming processes. Or it can be more significant such as changing the defect life cycle process, implementing continues document reviews, re-prioritising tasks and changing schedules.

Don't say "I moved my desk around"

Provide an example of where you have made a mistake/wrong decision

Honesty what you learned from it

Pick an example of a small mistake you may have made, briefly describe it and then elaborate on what you learned.

Don't provide a list of mistakes or describe a mistake you have

in work? made more than once or a huge mistake that cost the company thousands of $$.

What information would you provide in a test report?

Knowledge and experience

Total number of test cases. Total number of test cases executed Total number of test cases passed Total number of test cases failed Total number of test cases failed or passed slit into their priorities Total number of test cases not executed Total number of defects Total number of defects fixed Total number of defects open Total number of defects raised in current release Total number of defects split into their severity or priority The current software release The current date Graphs or charts to visually illustrate the statistics

Don't say 'Report on tests'

How do you know when to finish testing?

Exit Criteria The most common means of determining when to finish testing is when an acceptable exit criteria has been met, which may include all priority 1 and 2 test cases being passed, X percent of total test cases executed and no high severity defects still open. Other constraints may exist such as budget and scheduling which may cause a business to decide to finish testing when the cost required to fix remaining open defects is more than the cost of the impact of these defects to the business.

When the system is 100% tested.

If you have a number of high priority test cases that must be tested, and a severity 1 defect is assigned back to you for retest, which would you prioritise?

The defect (Only if it's a high priority/severity)

"I would prioritise the defect, as this may be blocking a number of test cases. Some of which may even be of higher priority than the tests assigned to you."

I would leave the defect until I completed testing

Add Labels

 NDM Interview Questions -- Gary Brooks Added by kcai, last edited by kcai on 25 May 2011  (view change)

1: Describe your previous project?

2: Describe the defect life cycle.

3: How do you handle issues, e.g if the defects can not be resolved on time, how do you handle it?

4: Describe the agile methodology, do you familiar with this methodology.

5: Describe the content of defect.

6: Do you have any questions? 

1. Tell me about your latest project in terms of what you did.2. What is a test process?3. What is TOM?4. Explain in detail how did you raise defects in JIRA?5. Explain defect lifecycle.6. What do you know about Waterfall & Agile methodologies?7. What would you do if a developer is not responding to the defect assigned to him/her?8. How is it like working with Planit?9. Explain about defect life cycle?10. What are the fields required for writing the test case?11. What are the fields required for writing the defect report?12. What is traceability matrix?13. What is content management system?14. What will you do if there is no requirement document?15. What is a test condition? What information should it contain?16. What level of knowledge do you have with JIRA?17. Tell me about your previous project?18. What is a test case?19. How many test environments did you had in your previous project?20. Did you prepare your own data for testing?21. How do you feel when doing regression testing?22. When do you think to stop the testing?23. When will you say that you did a complete testing on a product?24. Do you have any previous experience in web testing?25. What are the life cycle process involved in you previous project?26. If the developer says that it was not a defect and send it back to you, then what will you do

after that?27. How do you know what products will be released in each drop?28. How do you know that which are the defects were fixed in a drop?29. Assume that if there were two release (i.e. release1 and release2) and you are in the

release2. How will you make sure that there was no bug on release 1?30. What were the requirements documents did you get from the clients in your previous project?

31.  1: Ask about Agile methodology, have you been involved agile development methodology?32. 2: Manual testing, automation testing, which one you prefer?33. 3: Ask about SDLC, from requirements gathering, functional testing, system testing,

regression testing and UAT, which one you have been involved? And describe those process you have been involved?

34. 4: Tell about the UAT, how do you perform the UAT?35. 5: After release gone live, have you been involved maintenance testing? Describe about the

process of maintenance testing.36. Tell us about your project experience37. How complex was the project you have worked so far.

38. What defect management tools have you used in testing39. Do you prefer to use QC or Jira?40. Have you written test cases in QC41. What was the size of the team?42. Have you mentored previously?43. What do you think about developers?44. How do you justify your defects?45. Have you worked in an Agile environment before?46. What will your previous test managers say about your strengths?47. What is your weakness?48. How much time do you take to learn things?49. Can you work under pressure and still meet strict deadlines?50. What would you document when raising a defect?51. Did you have complete spec when you worked in other projects?52. Give brief account of your experience working on CBM project?53. Did you use Quality Centre in your projects before?54. What is the procedure to raise a defect55. What would you do to meet targets56. How did you manage to start executing the test cases with out any walk-through for the

application57. Explain responsibilities handled in previous role.58. Tell us about your previous projects in brief59. What documents would you refer to derive the test conditions and test cases60. How do you confirm that all the requirements are covered in the test cases61. Give brief account of your experience working on CBM project?62. Did you use Quality Centre in your projects before?63. What is the procedure to raise a defect64. What would you do to meet targets65. How did you manage to start executing the test cases with out any walk-through for the

application66. Explain responsibilities handled in previous role.67. Tell us about your previous projects in brief68. What documents would you refer to derive the test conditions and test cases69. How do you confirm that all the requirements are covered in the test cases

70. Question 171. When a table is created in a database, one or more fields of that database must uniquely

identify each record in the table. What are these fields called?

A. All fields are called Records

B. A Primary Key for a single field or a Composite Key if multiple fields are used

C. A String Field and a numerical field

D. An Index and Unique Key field

72. Question 2

73. Using the Terminology Definitions in the left hand table are linked to the Definition Name contained in the right hand table?

Ref

Terminology Definition

1 The smallest structure in the database and represents a characteristic of the subject of the table

2 Are the main structure in the database and represent a single specific subject

3 A pair of tables is related one-to-one when a single record in the first table isrelated to only one record in the second table, and a single record in the second table is related to only one record in the first table

4 a single record in the first table can be related to many records in the second table, but a single record in the second table can be related to only one record in the first table

Ref

Definition Name

I Table

II Field

III One to One Relationship

IV One to Many Relationship

74.Answers

A.

1=II, 2=I, 3=III, 4 = IV

B. 1=I, 2=II, 3=III, 4 = IV

C. 1=II, 2=I, 3=IV, 4 = III

D.

1=II, 2=III, 3=II, 4 = IV

75. Question 376. You have been asked to create a table that will store records about which employees have

been allocated to which projects. The table captures the date the employee was allocated to start on the project and the date at which they finished working on the project.

77. You have created the following table and have been asked to define the field/s that should be used to uniquely identify each record. Which field/s would you recommend be used to uniquely identify each record?

78. Employees_Projects Table

EmployeeID

ProjectNum Date Started On Project Date Finished On Project

EN1-26 30-452-T3 12-May-2008 12-Aug-2008

EN1-33 30-452-T3 10-May-2008 12-Aug-2008

EN1-33 30-457-T3 12-Jan-2008 12-Sep-2008

EN1-33 30-482-TC 12-Feb-2008 12-Aug-2008

EN1-33 35-152-TC 10-Mar-2008 12-Aug-2008

EN1-35 30-452-T3 02-May-2008 10-Jul-2008

EN1-35 30-457-T3 02-May-2008 10-Jul-2008

EN1-35 31-241-TC 02-May-2008 10-Jul-2008

EN1-36 35-152-TC 02-May-2008 10-Jul-2008

EN1-38 36-272-TC 02-May-2008 10-Jul-2008

EN1-40 31-238-TC 02-May-2008 10-Jul-2008

EN1-40 31-241-TC 02-May-2008 10-Jul-2008

A. None of the Fields are a Primary key

B. Both EmployeeID and the ProjectNum Fields combined create a composite primary key

C. The EmployeeID Field

D. The ProjectNum

79. Question 480. In relational databases, the term View is used to describe:

A.

Nothing, as the term is not used in Database terminology

B. A SQL query

C. A table definition

D.

A virtual table composed of fields from one or more tables in the database

81. Question 582. The figure below shows the relationship between the Customers, Engagements and

Entertainers Tables

Figure 1 - Customers, Engagements and Entertainers Relationship

83. Looking at the Engagements table, what type of relationship is demonstrated by the fields, CustomerID and EntertainerID?

A.

One to Many relationship

B. One to One relationship

C. Many to Many Relationship

D.

No relationship exists between the two fields

84. Question 685. Using Figure 1 above, you have been asked to run a report showing the customers first and

last name, their contact details and the entertainers name and contact telephone number that has been booked for that customer.

86. Which query would provide you with the results required?

A SELECT Customers.CustFirstName, Customers.CustLastName, Customers.CustPhone, Entertainers.EntertainerName, Entertainers.EntertainerPhone FROM Entertainers INNER JOIN (Customers INNER JOIN Engagements ON Customers.CustomerID = Engagements.CustomerID) ONEntertainers.EntertainerID = Engagements.EntertainerID

B SELECT Customers.CustFirstName, Customers.CustLastName, Customers.CustPhone, FROM Entertainers INNER JOIN (Customers INNER JOIN Engagements ON Customers.CustFirstName = Engagements.CustFirstName) ONEntertainers.EntertainerID = Engagements.EntertainerID

C SELECT Customers.CustFirstName, Customers.CustLastName, Customers.CustPhone, Entertainers.EntertainerName, Engagements.StartDate FROM Entertainers INNER JOIN (Customers INNER JOIN Engagements ON Engagements.CustomerID) ON Entertainers.EntertainerID = Engagements.EntertainerID

D SELECT Customers.CustFirstName, Customers.CustLastName, Customers.CustPhone, Entertainers.EntertainerName, Engagements.StartDate FROM Entertainers INNER JOIN (Customers INNER JOIN Engagements ON Customers.CustomerID = Engagements.CustomerID) ONEntertainers.EntertainerID = Customers.EntertainerID

87. Question 788. The following question uses the data shown in the tables contained in Figure 1

89. You have been asked to review the following query:

SELECT Count(*) AS "Number of Customers Bookings Per Entertainer", Entertainers.EntertainerNameFROM Entertainers INNER JOIN (Customers INNER JOIN Engagements ON Customers.CustomerID = Engagements.CustomerID) ONEntertainers.EntertainerID = Engagements.EntertainerIDGROUP BY Entertainers.EntertainerName

90. Which one of the following record sets contains the data returned by the above query?

A

Number of Customers Bookings Per Entertainer

EntertainerName

1 Carol Peakcock Trio

2 JV & the Deep Six

1 The Samsonites

1 The Samsonites

B

Number of Customers Bookings Per Entertainer

EntertainerName

1 Carol Peakcock Trio

2 JV & the Deep Six

1 The Samsonites

1 Topazz

C

Number of Customers Bookings Per Entertainer

EntertainerName

1 Carol Peakcock Trio

2 JV & the Deep Six

D

Number of Customers Bookings Per Entertainer

EntertainerName

1 Carol Peakcock Trio

2 JV & the Deep Six

3 The Samsonites

2 Topazz

AccountAccount NumberCase Id

CaseCase Id

ActionsCase idAction id

94.

95. Add Labels 1. Tell us about your project experience2. How complex was the project you have worked so far.3. What defect management tools have you used in testing4. Do you prefer to use QC or Jira?5. Have you written test cases in QC6. What was the size of the team?7. Have you mentored previously?8. What do you think about developers?9. How do you justify your defects?10. Have you worked in an Agile environment before?11. What will your previous test managers say about your strengths?12. What is your weakness?13. How much time do you take to learn things?14. Can you work under pressure and still meet strict deadlines?15. What would you document when raising a defect? 16. Did you have complete spec when you worked in other projects?17. There was a following ER diagram and one screen designed based on the database table

mentioned in the diagrams.18.19.

20.21. Question: What is it?22.23. Answer: This is a ER diagram where Case table is having one to many relationship with

Accounts and Actions.24.

25. Information: Based on the above database information, Business Analyst have created following screen.

26. Questions: There is something wrong with the screen, you have to find out what it is?27.28. 1: Ask about Agile methodology, have you been involved agile development methodology?29. 2: Manual testing, automation testing, which one you prefer?30. 3: Ask about SDLC, from requirements gathering, functional testing, system testing,

regression testing and UAT, which one you have been involved? And describe those process you have been involved?

31. 4: Tell about the UAT, how do you perform the UAT?32. 5: After release gone live, have you been involved maintenance testing? Describe about the

process of maintenance testing.

33. What is Boundary value analysis?34. What is equivalent partitioning?35. Difference between UAT, end to end testing and system testing36. Strengths and weaknesses37. How to make sure that test cases have full coverage. 38. Explain the test process39. What types of documents are required for writing test cases for system testing and end to

end testing40. Have you had any conflicts? How did you resolve?41. What things should be included in bug reports?42. How’s your SQL knowledge? Scale yourself from 1 to 1043. Explain responsibilities handled in previous role.44. Why we should recruit you? 45. Which type of environment you would like to work in? Alone or in a team?46. What are the advantages of working in a team?47. What are the main partitions in quality center? Left side menu items.48. What type of back end testing you have done? Explain.