ASTQB ASTQB-CMT : ASTQB Certified Mobile Tester Exam Dumps

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Exam Number : ASTQB-CMT
Exam Name : ASTQB Certified Mobile Tester
Vendor Name : ASTQB
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ASTQB-CMT Exam Format | ASTQB-CMT Course Contents | ASTQB-CMT Course Outline | ASTQB-CMT Exam Syllabus | ASTQB-CMT Exam Objectives

Exam Code : ASTQB-MT

Exam Name : ASTQB Certified Mobile Tester

Exam Duration : 60 Minutes

Number of Questions : 40

Passing Score : 65%

Format : Multiple Choice Questions

Learning Objectives for Introduction to Mobile Testing

1.2 Expectations from Mobile Users

MOB-1.2.1 (K2) Explain the expectations for a mobile application user and how this affects test prioritization

1.3 Challenges for Testers

MOB-1.3.1 (K2) Explain the challenges testers encounter in mobile application testing and how the environments and skills must change to address those challenges

MOB-1.3.2 (K2) Summarize the different types of mobile applications

1.5 Equipment Requirements

MOB-1.5.1 (K2) Explain how equivalence partitioning can be used to select devices for testing

1.6 Lifecycle Models

MOB-1.6.1 (K2) Describe how some software development lifecycle models are more appropriate for mobile applications

Mobile applications generally fall into two categories, those developed specifically to be native mobile
applications and those that were designed to be viewed through a web browser on a mobile device.
From the users viewpoint, there is no difference, although some browser-based applications may be
optimized for the mobile device providing a richer (or at least more readable) user experience. From
the developers and testers viewpoint, there are different challenges, goals and success criteria. This
syllabus is focused on the applications specifically developed for use by a mobile device although
there will be some discussion about applications that have become mobile despite the original
intentions.

Mobile devices include any of the so-called hand-held devices including (dumb) mobile phones, smart
phones and tablets/netbooks as well as devices that have been created for a specific use such as ereaders or a device used by a parcel delivery service that allows the driver to record delivery, the customer to sign and an image to be taken documenting the delivery. Mobile devices also extend to
wearable items such as smart watches and glasses that allow access to specific applications and may
include additional native functionality, such as telling time or improving vision. While some of the
mobile application testing concepts discussed in this syllabus are applicable to wearable devices,
wearable devices are not the focus of this syllabus.
The field of mobile devices is continually expanding as new uses are devised and devices are created
to support those uses

COURSE OUTLINE, COURSE CONTENTS, SYLLABUS

Introduction to Mobile Testing

Expectations from Mobile Users
- Explain the expectations for a mobile application user and how this affects test prioritization Challenges for Testers

- Explain the challenges testers encounter in mobile application testing and how the environments and skills must change to address those challenges

- Summarize the different types of mobile applications

Equipment Requirements - Explain how equivalence partitioning can be used to select devices for testing

Lifecycle Models - Describe how some software development lifecycle models are more appropriate for mobile applications

Test Planning and Design

Identify Functions and Attributes

- Explain why use cases are a good source of testing requirements for mobile applications

Identify and Assess Risks

- Describe different approaches to risk analysis

Determine Coverage Goals

- Explain how coverage goals will influence the level and type of testing to be conducted

Identify Test Conditions and Set Scope

- Describe how test analysts should take the device and application into consideration when creating test conditions

Quality Characteristics for Mobile Testing

Functional Testing - For a given mobile testing project apply the appropriate test design techniques

- Recall the purpose of testing for the correctness of an application

- Explain the important considerations for planning security testing for a mobile application

- Summarize the concepts of perspectives and personas for use in mobile application testing

- Summarize how device differences may affect testing

- Explain the use of Teststorming for deriving test conditions

Non-Functional Testing - Create a test approach that would achieve stated performance testing goals

- Recall aspects of the application that should be tested during performance testing

- Explain why real devices are needed when simulators are used for testing

- For a given mobile testing project, select the appropriate criteria to be verified with usability testing

- Explain the challenges for portability and reliability testing mobile applications

Environments and Tools

Tools - Recall the expected capabilities for mobile application testing tools

- Explain the use of generic tools in testing mobile applications

Environments and Protocols - Recall the sources of data for a mobile application

Specific Application-Based Environment Considerations

- Explain the differences between browser-based and native device applications

Real Devices, Simulators, Emulators and the Cloud

- Explain why testing is not conducted entirely on real devices

- For a given mobile testing project, determine how and when to use simulators/emulators during testing

- Recall how to verify the reliability of a simulator/emulator

- For a given mobile testing project, determine how and when to use cloud-based testing

Performance Test Tools and Support - Explain how the cloud can be used to support performance testing

- Explain the types of data a performance tool needs to be able to create and track

Future-Proofing

Expect Rapid Growth - Recall ways in which the mobile application and device market will expand

- Recall areas in which user expectations will increase

Build for Change - Summarize the considerations for building a flexible testing framework

- Analyze a given mobile testing project and determine the appropriate activities to reduce maintenance costs while enabling wide product adoption

Plan for the Future - Explain how lifecycle models are likely to change and how this will affect testing

Anticipating the Future - Recall the ways in which testers will need to adapt

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ASTQB Tester Exam Questions

Happiness Test

Is your glass half-full or half-empty? On those days when nothing in your life seems to be going right, it can be really tough to see the silver lining among all those clouds. However, it's during these times when the ability to see the good in even the worst situations is so important. An optimistic attitude benefits not only your mental health, but your physical well-being as well. Take this test to see where you fall on the optimism/pessimism continuum.

This test is made up of two types of questions: scenarios and self-assessment. For each scenario, answer according to how you would most likely behave in a similar situation. For the self-test questions, indicate the extent to which you agree with the given statements. In order to receive the most accurate results, please answer each question as honestly as possible.

After finishing this test you will receive a FREE snapshot report with a summary evaluation and graph. You will then have the option to purchase the full results for $4.95

This test is intended for informational and entertainment purposes only. It is not a substitute for professional diagnosis or for the treatment of any health condition. If you would like to seek the advice of a licensed mental health professional you can search Psychology Today's directory here.

The Best Interview Question To Test If Job Candidates Are Good At Teamwork

Teamwork. It means something different in every organization, which means you need an interview question that effectively assesses whether or not a candidate is a fit for your unique definition of team.

Here are some examples of commonly asked interview questions that don’t work:

• How would you describe your ability to work as part of a productive team?

• Are you more energized by working alone or by collaborating with other individuals?

• Describe a disappointing team experience. What could you have done to prevent it?

These questions all provide a tip off to the ‘right’ answer. “Productive” “Energized” “Collaborating” and “What could you have done…” all feed the candidate just enough information to fake the right response.

Instead, I suggest the question: Could you tell me about a time you worked on a team?

It’s not very sexy, and that’s by design. It’s architected to be very open-ended, with no giveaways about the right and wrong answer. And that’s why it’s so effective at differentiating high and low performers. You can see more questions designed like this, and how tough they are to answer correctly, with the free online test “Could You Pass This Job Interview?”

It’s a great question, but before you go into any interview, you need to know how your organization defines teamwork. To demonstrate how radically this can differ from organization to organization, here are two examples:

Company A: “We’re a team of individuals. Our friendly competition pushes folks to do things faster, better and smarter and we’re all for that. We work as a team towards a shared goal, but individual recognition is still a big part of what drives our people’s passion.”

Company B: "We’re a tight group that always works together. A lot of hugging goes on in this office! Our ‘Give Back Program’ is a great example. Once a month we go out into the community as a group and do something significant like fundraising or surprising a local business with breakfast."

What works as a team for one company could be a total disaster in another. So make sure you know how your organization defines teamwork (both good and bad) and share that definition with everyone who meets with your candidates.

So, what kinds of responses will you hear when you ask: Could you tell me about a time you worked on a team? Here are a few examples of actual candidate responses to this question:

“I can't think of a particular experience, but almost all my work is done in a team environment.”

Sometimes low performers reveal themselves by having little to nothing to say. My response to this is, really? You tell me all your work is done in a team environment and yet you can’t come up with one example to share with me in an interview? I’m going to end this meeting fast.

Other times you’ll hear the candidate’s overall philosophy about teams, but get no evidence of real-life experience:

Mostly when I’ve worked in teams it’s been people talking past each other, not wanting to offend or challenge or question. In my mind, our world has changed so organizations have to change their products, messages and their media to be relevant. But no one is doing it, so it’s sort of pointless to even think about.”

A lot of hiring managers get sucked in by this kind of response, but the candidate told you absolutely nothing about a time they actually worked as part of a team. That’s probably because they have no real-world team experience so they try to fluff up the answer hoping that something sounds like what you want to hear.

You know you’ve struck gold when you hear a response that tells you how the candidate really performed in a team situation:

My most vivid team experience is one where the various department leaders were charged with creating a new product. I saw an opportunity to modify an existing product to suit the needs of a large client for a big sale. I recommended a way to make the necessary adjustments with minimal impact and got the appropriate stakeholders involved to see if they had any suggestions, concerns, or comments. Outside of these meetings, however, one of my peers had met individually with the stakeholders and basically threw my ideas under the bus. Well, I wasn’t going to be outdone by that. I got in there and fought and in the end my idea was selected as the best idea.”

It’s not an example of team that would fly in every organization, but if you’re Company A above, and your definition of team includes competition, individual recognition and a “what’s in it for me” attitude, then this may be a candidate you want to probe deeper. But, if you’re Company B and all about the warm and fuzzy team experience including frequent group hugs, this probably isn’t the right new hire for you. Instead, you’re looking for a response that sounds like this:

My strongest team experience was helping develop our Annual Conference. We were committed to making the experience for attendees successful and positive, including the vendors. We came together to work as one cohesive group, blended, like we were an orchestra, each with our own jobs, but creating this great whole. I’d love to work on a team like that again.”

Putting the right people on the team starts by knowing what teamwork in your organization looks like and then asking a question that lets the candidate reveal the truth about how they define teamwork. Start your next interview by asking the candidate “Could you tell me about a time you worked on a team?”

Mark Murphy is a NY Times bestseller, author of Hiring For Attitude, and founder of the leadership training firm Leadership IQ.

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