In this tough information security market, many organizations make the mistake of approaching talent the same way they approach all other organizational hiring. The truth is, you can’t hire quality information security talent the same way you hire customer service reps. If you just run an ad pulled from the job description HR gave you, don’t be surprised when the top talent you’re searching for is not interested.
When talented people make the decision to enter the job market, they are motivated by opportunity, professional development, leadership teams that value security, collaboration, great environments, flexibility, appreciation and challenge.
Security talent, in particular, cares about the organization’s reputation and ability to stay at the forefront of technology. It’s easy to fall behind if the organization doesn’t value security or invest in resources. Strong talent in this field wants to align with “good examples,” not “cautionary tales.”
When looking for “A” players, don’t just post HR’s position description – that only tells candidates what you want from them. It is a one-sided conversation. You’ve got to clearly describe what’s in it for them to come to work with you. Good advertising speaks to the wants, needs and desires of your ideal candidate. So, what does your company have to offer top talent?
Start by taking a good look at what your organization is doing well and what you, personally, appreciate about the company. Ask your colleagues why they are proud to work there. Translate that story into an advertisement, keeping the person/personality you are looking for in mind. The right candidates will see your value and the rest will move on.
True, this is more work and creativity than most companies are willing to put in, but I assure you that the time spent up front will save you weeks of wasted effort in the hiring process. Don’t you want your next hire walking through the door excited about a future with you?
Originally published by Domini Clark in the June 2015 Issue of SCMagazine