07 May Attracting Cyber Security Talents in 6 Simple Steps
Attracting cyber security talents remains one of the toughest jobs of IT recruiters and talent acquisition specialists. Why?
The answer is simple; the industry lacks trained and qualified candidates. And this a problem that many organisations and companies struggle with. Universities and higher education institutes are not producing cyber security talents faster than companies are hiring them.
To help you out, we’ve rounded up some overlooked methods that employers may use to attract cyber security talents.
1. Create exclusive mentorship programs to attract talents
One of the least represented groups of people in Cyber security is millennials. Millennials are a group of individuals with a strong interest in learning from the experienced through mentorship. This is something which many penny-saving employers don’t offer.
Investing in both training and certification will benefiting both employee and the company. Because employees receive training to succeed in their roles, they experience continuous growth which encourages them to stay on. Hence, attractive mentorship and training is a great way to interest fresh talents who are either joining from a related field, or cyber security talents fresh out of university.
Boeing is an example of a company with a well-recognised mentorship program. In Boeing’s Rotational Program, the company pairs interns and new employees up with senior managers and executives for a hands-on experience designed to build a strong foundational knowledge.
2. Engage with prospective cyber security employees on Linkedin
Social media is a great way to engage with prospective employees. When used smartly, it can be used to create a genuine bond with employees. This is why brands are making their presence known on platforms where potential employees are from. Facebook, Instagram, and Twitter are a common few.
Because LinkedIn allows users to link blogs, write engaging thought pieces and content, Linkedin is able to bring employer engagement to the next level. Being multi-functional, Linkedin also allows job seekers to apply for positions advertised on the employer’s page.
Here are a few ways you can connect with top-notch cyber security talent on Linkedin
A. Build your network to source for exceptional candidates
Linkedin allows users to connect and network with one another. By building up your network and connections on Linkedin, you’re able to reach out to them, to refer high-quality candidates that they’re connected with.
Updates, blog posts, and online statuses are also great places to sift through some exceptional talents that Linkedin has to offer. Take for instance the Malaysian man who received job offers after going viral for a fun twist on a job application he shared on Linkedin.
B. Research a prospective candidate
It’s always safe to conduct a background check on candidates you’ve interviewed. Social networking site, Linkedin makes it easier by allowing you to ask the prospective candidate’s closest connections to find out more about their work history and even work ethic. You can also use this moment to introduce your company to the prospective candidate’s network.
- Read more about Azril’s claim to fame here
- Read more about how you can use Linkedin to attract top talent here
3. Outsource cyber security talents directly from a specialist agency
Trying to attract and recruit prospective talents is a task that takes a lot of time, energy, effort, and money. It is also one of the many reasons why companies choose to source for talents from specialist agencies. After all, if you’re facing challenges that your existing HR cannot solve internally, then it’s best to hire a specialized agency.
Here are some of the benefits of outsourcing your hiring needs to a specialist agency:
A. Improved candidate quality
Skills and experience are just some of the factors that determine the ideal candidate. Other factors such as desired personality traits (e.g. emotional, tenacity, persistence), and whether they’re a great fit for the company, should also be taken into account.
B. Shorter time to hire
Increased time taken to hire will lead to a smaller pool of talents, as good candidates available are likely to be snatched up by competitors. Talent agencies are organizations with access to some of the best candidates available out there.
C. Reduced cost
Outsourcing your hiring needs will still cost money. However, the cost you’ll pay for a talent agency to look for your ideal candidate would be significantly less than the cost of hiring and re-training new talents.
4. Establish a strong employer brand
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- Example: Microsoft Life
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- Example: Nanobit
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- Example: Hubspot
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- Example: Microsoft Life
So why do people want to work for big name brands like Google, Facebook, and Apple?
Yes, they create well-known products that everyone has heard of. But they get their reputation for being great places to work at thanks to the perks they provide their with – thanks to their specially curated employer brand.
According to a Linkedin survey, 75% of candidates will research your company’s reputation before applying for a job interview, and 69% of candidates won’t apply even if the reviews are terrible, even if they’re unemployed.
These companies place a strong emphasis on their awesome working environment. Free food, 401K packages, and parental leave policies are just a few things that Google offers its employees. Even if your product or service isn’t as bait worthy as Google’s, one way to surely make an impact on employer branding is by sharing it on social media.
Some ideas for your company to share on social media
- Office environment
- Fun and interesting company activities (e.g. sports day celebrations and short company trips)
- Employee perks (e.g. pets allowed at work, free exercise classes at work)
- Recruiting efforts (i.e. job drives at schools and universities)
- Awards and recognition your company received (e.g. an interview published in a magazine or an award for the “Best Workplace” etc)
When establishing your employer branding, remember to adopt…
- An excellent and consistent style, as well as the tone of voice
- Something that connects well with your idea of an ideal candidate
One example of employee branding (by a tech company) is Microsoft’s Facebook page for careers, Microsoft Life. In 2017, the company hosted a live stream on Facebook allowing those interested in a career with Microsoft’s recruiters, to ask questions on how to land a job with Microsoft.
4. Lighten Their Workload
Specialists don’t like to act like the jack of all trades. Not only does this slow them down, it does not provide cybersecurity specialists with the resources (i.e. time) needed to upskill themselves.
Some ways HR departments can lighten the workload of cybersecurity specialists include:
- Outsourcing specialized security concerns to professional companies
For instance, phishing attempts are on the rise in Singapore. One way organizations can stay ahead of the game is by employing an external organization (e.g. CSIntelligence) to secure your company from phishing threats.
- Conduct frequent cyber hygiene courses
Cyber hygiene is the key to staying secure, as an organization. Human error is the main cause of data breaches.
Learn more about cyber hygiene tips every human resource professional should know here.
- Develop a response plan
Whether or not you like to think about it, cyber breaches can occur. Apart from protecting yourself against future attacks, the second best thing you can do is to create a data breach response plan. An easy way to remember this is through the ‘CARE’ annagram:C — Contain the breach
A — Assess the breach
R — Report the data breach
E — Evaluate the breach
5. Networking Might Be Useful
Networking can be a big help when it comes to sourcing for cybersecurity talents. Attend events (e.g. security conferences, threat intelligence forums) to meet new people.
Some recommended articles on networking include:
6. Look Beyond Certification
It takes more than certification to make the ideal cybersecurity professional. According to tech giant, IBM, high performing cybersecurity individuals have a set of key behavioural attributes as well. These traits include:
- Adaptable
- Compliant
- Dependable
- Inquisitive
- Resilient
If you’re looking for loyal cybersecurity professionals, one way to do so is by taking in a seemingly “unqualified” individual (on paper) and training them. This might be more beneficial for organizations in an age saturated by university graduates.
Learn more about the benefits of hiring non-university graduates here.
Final Thoughts
In today’s digital age, attracting talents does not have to be a hard and daunting task. We hope that you’re able to resolve some of your cybersecurity woes with these tips from Cyberstein (A Very Normal Company).
Relevant Readings: