Testers vs Developers – Whose perspective is best

Behind the creation of applications, websites and pretty much every other technical online platform, what many never see is the team of technologists working together (not always) in harmony to deliver users a smooth, well-functioning product.

Delivering successful software products requires a variety of input, with many staff looking at the product from different angles to ensure the result meets the needs of the business and its users, with no glitches and full functionality.

Within these strong technical teams, we find two similar, yet often opposing, team members who together are essential in creating bulletproof products, although it may simply look like a heck of a lot of tension and in-fighting.

I am of course talking about the developer and the tester. The technical duo who are responsible for putting forward the worlds best code through the humbling process of criticising each other’s work.

While the goal of both testers and developers is to produce a quality product, the approach from each side is significantly different, thus leading to the ever common playful debate about who reigns superior in the dynamic. With testers, of course, on the side of testers, and developers on the side of developers.

What unites these two IT career professionals are their common enemies; Time and Vague Requirements. And then what divides them is their inability to speak the same language, making all communication an uphill battle, while fighting against the clock.

Developers make, and testers break. Let’s take a look at the difference in perspective on both sides.

The Developer Perspective

In the red corner, we have the developer, whose role it is to creatively design and bring to life a technical product that meets the needs of the business or user. Taking a slew of requirements from the business, the developer often sets out to create something out of nothing. The developer spends their days agonising endlessly over the best possible features and functions to pull off near-impossible feats and bring the world a high-quality product with all the bells and whistles to satiate our ever growing appetite for more more more.

The Tester Perspective

In the blue corner, the tester, who is often seen as the villain whose role is primarily to take the results of a developers blood sweat and tears and intentionally set out to break and pick it apart, with the noble intention of ensuring a customer proof product that is unbreakable. Even if the pride of the developer is crushed in the process.

Where the Head’s Butt

Starting first with the developer who is typically recognised as the sufferer in this dynamic, with their hard efforts poked, prodded, and ripped to shreds at every turn. Despite all the best of efforts, working as a developer means constant critical analysis of your work. Thought you submitted a perfect piece of code? “Think again!” the tester snaps back. Leaving the developer with a pile of work, having to go back, pull apart all their previous efforts and find the faults that they worked so hard to keep out of the code.

While it’s easy to see why the tester makes life hard for the developer, what about the hardship of the tester? These brave souls enter a team with the sole purpose of trying to break and report issues on other peoples work. Struggle to make friends in the workplace? Imagine being this person. While the tester may be the one dishing most of the digs to the pride of the developer, they must contest with playing the role of the villain. Having shade thrown and eyes rolled in their direction as they highlight all the tiny mistakes of the team around them.

So who then plays the more critical role within this dynamic? Who suffers the most and who deserves the sympathy of the surrounding team? We would love to hear your thoughts. And if you’re brave enough to be in one of these roles and looking for a new challenge, get in touch with Launch to help find your best new internal enemy.

The post Testers vs Developers – Whose perspective is best appeared first on Launch Recruitment Agency Sydney, Melbourne, Brisbane.

from Blog – Launch Recruitment Agency Sydney, Melbourne, Brisbane https://ift.tt/2BEEdbq

from WordPress https://ift.tt/2Sg0sJW

Rewarding Our Candidates

At Launch, we continually engage with our candidates and recently to reward our candidate community we held a competition for updating their information with us, offering them the chance to win a $1,000 Apple Voucher. Furthermore, to ensure that our candidates are represented correctly in our database, allowing us to offer them relevant career opportunities and to strive to make a positive impact on their career.

Launch received an overwhelming response and we thank all those candidates who participated.

Congratulations to Vinay Sharma who was the winner of the $1,000 Apple Voucher draw held on 20/11/2018.

Due to the level of engagement, we will be continuing to reach out to our candidates and will hold a 2nd draw in March 2019.

The post Rewarding Our Candidates appeared first on Launch Recruitment Agency Sydney, Melbourne, Brisbane.

from Blog – Launch Recruitment Agency Sydney, Melbourne, Brisbane https://ift.tt/2DRW0hk

from WordPress https://ift.tt/2r0TNrm

2018 SEEK SARA Winners – Medium Recruitment Agency of the Year

Launch Recruitment are the winners of the 2018 SEEK SARA Award for Medium Recruitment Agency of the Year.

The SEEK Annual Recruitment Awards (SARAs) are held in very high esteem throughout the Australian recruitment community as they recognise the innovative people and agencies pushing for excellence in the industry. The 2018 Seek Sara Awards were held in Melbourne at The Forum Theatre, and the night was certainly one to remember. Launch Recruitment was honoured to be announced as the winner of the Medium Recruitment Agency of the Year Award!

Launch CEO Rebecca Wallace said, “An award like this is all about team effort, I feel so fortunate to work with great people every day and also a big thanks to Seek for their support of our business over many years”.

A record number of submissions were received by Seek this year, so Launch are grateful to have won from a large number of high calibre applicants. After a rigorous judging process, an expert panel of judges selected Launch Recruitment as winners of Medium Recruitment Agency of the Year based Launch’s commitment to workplace culture, innovation, candidate engagement, commercial growth and contribution to the success of the recruitment industry as a whole. In line with this achievement, Launch will continue the commitment to delivering exceptional service to our clients and candidates and look forward to continuing our strong relationship with the industry.

Congratulations to all finalists and winners and a huge thank you to all of our customers, suppliers and staff for without whom, this commendation would not be possible.

The post 2018 SEEK SARA Winners – Medium Recruitment Agency of the Year appeared first on Launch Recruitment Agency Sydney, Melbourne, Brisbane.

from Blog – Launch Recruitment Agency Sydney, Melbourne, Brisbane https://ift.tt/2OSYE7Q

from WordPress https://ift.tt/2S2w5Xn

Why Counter Offers Don’t Work

Counter offers are a common tactic used by companies to prevent their top employees from leaving. If you’ve ever been through a resignation process, chances are you’ve experienced a counter offer.

It goes like this: Employee submits their resignation, and a skilled recruiter or HR person will speak with them to look for a hook that could get the employee to consider staying. This may come in the form of more money, a better job title or even promises of a changed work environment.

Receiving a counter offer is flattering, and the temptation to stay is normal. However, counter offers are typically just a tactic for companies to prolong the inevitable and avoid re-hiring. Offering more money, or a promotion is rarely addressing the actual factors behind your resignation; thus the chances of retaining you long-term are pretty slim. ‌

Emotional power play

Very few people wake up one day wishing to resign from their job without any reason. These decisions are usually carefully considered, and the motivations for leaving may be different for every person and are always unique to your situation. Yet, despite having logical and well thought out reasons for resigning, the whole process can be mentally and emotionally challenging.  

At the resignation stage, it is typical that you may feel frustrated or even sad that your current company has not seen your worth or given you the promotion you felt you deserved. This is what makes the counter offer so powerful; it is as though they finally see you and human instincts make us want to cling to what is comfortable and familiar. But in most cases, it is a band-aid and it doesn’t stay stuck for long.

Avoiding the counter offers trap

The number one reason that counter offers don’t work is that they don’t solve the underlying issue. When you receive a counter-offer, the first step is to put flattery aside and think about why you resigned in the first place.

But they offered me a promotion…

‌Even if a promotion is promised, it doesn’t change the dynamics of the team, or your boss, or the myriad of other things that had driven you to resign in the first place. At best, accepting a counteroffer is a short-term solution delaying the inevitable.

I could use the extra money…

Offering a salary increase to counter a resignation is a “too little, too late” attempt. Sure it may seem like it solves some problems and perhaps your frustration was predominantly monetary, but ask yourself why you hadn’t been offered a salary increase following your last performance review. It shouldn’t take a resignation for your company to acknowledge your worth. Do you want to work for an organisation which under-values their staff unless they’re threatened you will leave? I don’t think so.

Nothing glues back the same

What very few people consider is that accepting a counter-offer brings with it a brand new set of problems. You can’t take back your attempt to resign, and even if they wanted you to stay, your employer can never again see you the same. They may be throwing money and promotions your way, but your boss and your colleagues will not be able to shake the feeling that you are disloyal or uncommitted to the company.

‌Counteroffers are gratifying. But the risks outweigh the rewards. When you’re in the resignation process, keep a list of your reasons close by, recite them often, and follow through on your plans to leave and start a new chapter. Just be sure to leave on good terms.

If you’re ready to move on from your role and start a new chapter elsewhere, get in touch with our team here at Launch Recruitment.

The post Why Counter Offers Don’t Work appeared first on Launch Recruitment Agency Sydney, Melbourne, Brisbane.

from Blog – Launch Recruitment Agency Sydney, Melbourne, Brisbane https://ift.tt/2FgIcyI

from WordPress https://ift.tt/2PmMr06