ISTQB too much?

As I’m going on several job interviews these days, naturally ISTQB comes up. Recruiters, managers often asks why I didn’t do it, I say I will not spend my own money on it as I never really saw anyone applying this knowledge in their daily work.

Then they say, yeah-yeah, but it’ good because it:

– gives the co-workers a common vocabulary.
– test cases built on them makes it easier for new colleagues to know what should be done.

What’s your come-back on these arguments?

Some answer I found since then:
https://promptest.wordpress.com/2015/12/13/istqb-too-much-and-now-the-answers/

How to lose an employee

You don’t really react to her problems.

You make promises without follow-up.

You don’t really care about her day-to-day job.

You hire people without communicating why are they there.

You then increase hierarchy.

You then still give no follow-up on your promises.

You then fail to form a company culture.

You then start to build a profile that is seemingly in struggle with the previous one.

You then fail to inform the troops about this.

We then shouldn’t act surprised when it turns out that these are only accountable for the 33% of a quitting story. You have no power over how someone fails in her attempt to better her work conditions (another 3rd) and how she wants something new (the last 3rd), even if the old one has only one flaw – that it’s the old one.