Cybersecurity Professionals and Hiring Practices

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According to the latest (ISC)² Cybersecurity Workforce Study, there is a global skill-shortage of 2.93 million experienced cybersecurity professionals. As you can imagine, this makes recruitment quite tricky! It’s a market that focuses in favour of candidates. Unfortunately, there are fewer of those available than the ideal. This trend is especially tricky when your company requires experts well-versed in specific software, qualifications, or experience.

How can your organization overcome the challenge of recruiting experienced cybersecurity professionals, when there’s a global skills shortage of 2.93 million? Here is our advice for attracting and recruiting top talent in this competitive market.

The good news is that there are some relatively simples steps you can follow to help you recruit the best team.

The best news is that we have listed some of the top steps below!

  1. Offer a highly competitive salary

As we already noted, it is a candidate’s market. This market means that there will be no patience for lowballed wages! Experienced senior cybersecurity experts know their worth, and they also don’t usually want to move from secure jobs without an exceptionally lucrative offer. You should be aware that you will likely face counter-offers because IT companies are more than aware of the employee’s value. It can be a bit of a tug-of-war!

  1. Pay attention to potential, not just experience.

Cybersecurity is still a relatively new industry, so the idea of seasoned professionals is not quite so prevalent as elsewhere. Candidates in these roles tend to be highly motivated to gain more certification and experience and use their talents to be learning on the job continually. If you see a high candidate with high potential but little experience, give them a chance and provide the training – it will pay off.

  1. Make sure you’re ahead of the game in diversity.

Technology and IT is still a field dominated mostly by white men, which offers a limited perspective, which might not always be helpful in a continually changing area! Put diversity at your business’s forefront.

  1. Recruit efficiently and quickly.

Roles fill up quicker than companies can create them. If you dally too long over a prospective candidate, it’s they’ll likely take an equal or better offer by the time you make up your mind! Make sure your interview process is cohesive and prioritized, and make the process from application to starting as quick and smooth as possible.

  1. Flexibility is essential

You can’t let potential employees make all the decisions or be entirely in charge. Still, you also need to be willing to negotiate. A high-worth professional deserves consideration that will make them want to work for you over any other company. That means understanding, personalization, and compromise on financial and other benefits to the role.

  1. Fitting with your company’s culture is as important as experience.

No matter how talented, a candidate who doesn’t fit well with the company will take their skills elsewhere. This process is especially frustrating if you have put in a lot of time and money training them. Use your already-established culture when promoting the role and attract the person who fits best. Who knows – you might even be able to snatch an employee away from a competitor!

Another way to go forward is to work with a staffing agency. Using a recruitment agency increases your ability to meet with experienced candidates. Staffing agencies have access to a large talent pool of pre-screened candidates. Speed to fill vacancies is also a draw to staffing agency use. A staffing agency that has specialized in recruiting for one sector or vertical.has better knowledge of technical roles and the skills needed for them. Such insights will enable them to recruit faster and a better

It has never been easier to save time, source qualified candidates, and fill your open roles quicker than with the help of  TeamSecure!