Recruiting today is tough. Unlike just a year or so ago, today’s job market is in many ways a candidate’s market, thanks to a dwindling number of security clearance holders and strengthening Department of Defense budgets. New contracts are being awarded, especially in IT and cyber. The question is, can you staff those contracts when you need to?
Cybersecurity requires a hiring strategy that recognizes the competitiveness of the industry today. Qualified IT talent has excellent prospects in the commercial sector and virtually zero unemployment. They’re not likely searching for your opportunities, which means you need a strategy for attracting passive talent or entry level professionals. Here are five more tips for a successful cybersecurity hiring program.
1. Create easy on and off ramping.
Every employer generally says they hate hiring job hoppers. Cyber talent is often the exception to this rule, however. Your best cyber hire is a professional you can hire and keep, but you need to be willing to take a risk and hire a candidate who looks like a job hopper. Even better, your strategy should make it easy for employees who leave your company to return. Some of your great cyber hires may be lured into commercial sector opportunities or enticed by an exciting project (or higher salary) with another company. It’s to your advantage to make it easy for them to come back, particularly if they have a unique and coveted skill set. Involve yourself in off-boarding interviews and make it clear to top talent that they still have a place in the company if they’d like to return. Point out their security clearance will remain current for a period of two years (assuming their investigation is up-to-date), so they should move back into government work within that window.
2. Create a program to engage entry level employees.
A big cybersecurity hiring program is that most contracts are working for senior or mid-level professionals with at least 3-5 years of experience. But your hiring prospects are much broader with entry level professionals. Create a program to get entry-level professionals on board and have them gain experience working directly for your office before you send them out on a contract.
3. Target veterans.
Veterans are increasingly pursing cybersecurity degree programs. Unfortunately, many are lured into broad training programs and don’t necessarily know what skills they’ll need to be gainfully employed. Work with local universities or reach out to your local transition assistance programs. Let them know about the specific jobs you have available and skills you need. Make yourself a resource to the veteran community, and you’re likely to make some great hires.
4. Be prepared to act quickly.
When an in-demand IT professional is ready to make a move, generally they’re ready to make a move quickly. Frustration with their current workplace or employer may be the thing that’s encouraging them to consider your opportunity. If they meet a delayed onboarding process or slow hiring procedures, they just might look elsewhere. Give an interested candidate actionable steps – that they can take, and that you’re taking on their behalf to get them into the job. The quicker you can move, the more likely they will be to consider your opportunity.
5. Leverage their network.
If you’re a former IT professional or have spent years building that kind of network, cybersecurity hiring will be easier. If you don’t already have that kind of ‘geek squad’ behind you, be sure to leverage the networks of your candidates – those you hire as well as those you reach out to. If you take the time to build a thoughtful pitch to a passive candidate, and really act like you’re interested, they’re likely to become valuable referral assets for you. You can formalize the relationship with a monetary reward or referral program. Or you can just work really hard to be a value-added resource, professional contact and friend.
