As the demand for cybersecurity expertise continues to grow and supply continues to diminish, recruiters are learning that the traditional filling of technical posts is limited, slow, and costly.
Recruiting the best cybersecurity professionals can be challenging. Good employees are difficult to find in a tight labor market where demand quickly outstrips supply.
Businesses desperately want bright individuals to combat the growing tide of cyberattacks, which cost billions of dollars each year. Inability to fill critical jobs is rapidly becoming the most severe cybersecurity concern, dwarfing ransomware and other attacks.
Also Read: Three Cybersecurity Fallacies the C-Suite Should be Mindful of
Recruiting Challenges
There are numerous obstacles, but the following are the most difficult:
Identifying the best candidates for the best jobs — while adhering to time and budget constraints
Certain businesses make the error of demanding too much of candidates to expect that one of them would meet their requirements. For instance, when hiring an entry-level employee, they require years of job experience and specialized security credentials. On the other hand, candidates may exaggerate their abilities.
Making the mistake of solely considering people with vast resumes
This is exceedingly simple to accomplish, given the flood of responses to specifically listed positions. Faced with hundreds of resumes to sift through, hiring managers frequently cherry-pick applicants with the strongest academic and professional credentials, which may overlook individuals with superior hands-on abilities.
Ignoring talented individuals who do not perform well in interviews
For many businesses, the initial face-to-face interview serves as the litmus test for determining a candidate’s fitness for the role. Unsurprisingly, some exceptionally gifted individuals are rejected at this level due to their inability to perform well due to fear, shyness, or even neurodiversity. Indeed, many high-tech professionals are introverted and may struggle during interviews.
Writing job descriptions that precisely define roles and positions
Imprecision costs businesses and candidates time and money. Companies must be specific about the talents they want for a particular function, rather than merely listing characteristics that may or may not be beneficial. Each job description should appropriately reflect the responsibilities of the position now — not in the past.
Virtual Testing method of recruiting
As demand for cybersecurity expertise continues to grow and supply continues to diminish, recruiters are learning that the traditional filling of technical posts is limited, slow, and costly. What is required is a new method of recruitment that is exact, affordable, and, most importantly, effective.
The underlying concept is that recruiters should utilize a virtual testing environment to check and analyze candidates’ cybersecurity abilities while completing hands-on exercises. This solution should enable recruiters to design a customized evaluation module for each position, select tasks, and assessments that align with the job’s requirements, and view essential performance metrics and completion time. This enables candidates’ performance to be rapidly assessed.
Also Read: Three Potential Solutions to the Cybersecurity Talent Shortage
Ideally, this will enable recruiters to evaluate various abilities and functions aligned with frameworks such as NIST/NICE and MITRE ATT&CK. Additionally, the solution should contain NICE job descriptions, resolving the difficulty of providing correct job descriptions for most professions.
The challenges and assessments should cover a broad spectrum of threats, enterprise security solutions utilized by the hiring organization, and simulated IT architecture that replicates real-world conditions. This should cover common subjects and functions, such as.log analysis, addressing CVEs, IoT security, standard TTP, and the ever-changing threat landscape, for maximum efficiency.
The advantages of using virtual testing in recruiting are self-evident. Recruiters can rapidly and cost-effectively identify the best applicants for the suitable roles, identify high-potential prospects, and grow their pool of qualified candidates.
Recruiting the top cybersecurity talent has never been more challenging. Due to the scarcity of cybersecurity professionals, traditional recruiting methods are replete with flaws and biases. In contrast, the desire to recruit people is tremendous, given the relentless and costly waves of assaults.
Businesses want a more effective recruitment strategy — one that is based on a virtual testing technique that enables recruiters to evaluate and assess candidates’ cybersecurity skills through hands-on exercises.
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