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Taking Interviews For Cybersecurity? Here are Some Tips you’d Want to Look Into

As a technical leader, one of the most important aspects of your job is to hire the right people. Interviews are perhaps the most important tool in your arsenal, especially due to the little talent that is present in cybersecurity. Experts estimate that there will be 3.5 million vacant positions in cybersecurity by 2021.

Unsplash | Cybersecurity is still a largely vacant field

The recent COVID-19 pandemic has had its impact on the field. The world has largely shifted towards remote working and cloud-based systems. Gartner, a global research and advisory firm, has estimated that the demand for cybersecurity experts will increase by 65% in the upcoming months. Your most important job is to build a strong team and ensure that it stays together for the long-term. How will you be sure that you are selecting the right person?

Unsplash | Selecting the right candidate job is very difficult to even after the interview process

Who is the right candidate for the job?

You may think this sounds obvious, but the process of finding the right candidate starts before the interview process. It starts even before you have reviewed any resumes. The process starts with the job description that you design.

One of the most vital features of a great security team is not just working well with each other. In fact, it is about challenging one another to find the blind spots. Only 20% of the cybersecurity workforce consists of women. One reason for this is that recruiters add very specific details in the job description like certification and experience. According to a report cited in a Harvard journal, men apply to jobs when they reach at least 60 percent of the criteria listed.

Women, on the other hand, don’t apply to jobs unless they meet the criteria by 100 percent. If you add a statement in your job description stating that all candidates are encouraged to apply regardless of whether they are a perfect fit, the dynamics of your team could start changing quickly.

Unsplash | Encouraging candidates to apply will help you build a better team

It would be wise for you to remove all required certificates and degrees from the job description altogether. Since the cybersecurity community is already so small, with your job description consisting of so many requirements, it will take you months to find a candidate.

On top of that, the entire time that you have to manage without a worker will take an extra toll on your business and your team. Instead, consider providing training to suitable candidates once you appoint them. Just by doing this, you’ll be helping a lot of intermediate level employees learn, who will grow to become an asset for you in the future.

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