What’s the no. 1 complaint IT, Cybersecurity and InfoSec candidates have with the recruitment process?

From an outsider’s perspective, a cybersecurity recruiter’s job might seem pretty simple; be given a job that needs to be filled, contact candidates, find the right fit, and then you have a placement. While the process might seem simple, in actuality, it is not. Candidates in the IT, Cybersecurity and Information Security industries are bombarded by phone calls from recruiters every single day. Their biggest complaint? Not the constant phone calls, but constant phone calls about jobs that don’t even fit their background.

Many cybersecurity candidates say they receive calls for jobs that they either are not qualified for or are overqualified for. To have more success in recruiting qualified candidates, cybersecurity recruiters need to truly understand what the job requirement they have entails. Many recruiters are searching for candidates in highly technical jobs that they aren’t always the most familiar with.Cybersecurity Recruiting Process Silverbull

Tips To Help Improve the Cybersecurity Recruiting Process and Experience:

  1. Read the job requirement carefully. One little word can make a big difference sometimes (ex. Java vs. Javascript).
  2. Watch a webinar or read a few articles about that type of job.
  3. Search for people who have been in this job in the past on LinkedIn and see what they listed as their job duties.
  4. Be thorough and ask the hiring manager questions about what the job entails.
  5. Understand the most important skills to have for the job. Sometimes job descriptions list every little skill that may be needed. Know what skills are more important to have and what skills can be learned on the job or are not must have requirements.

Recruiters should also take the time to actually read and analyze each candidate’s resume before they start contacting them. By taking the time to educate yourself about your candidate’s background prior to calling, you will make it known that you took the time to understand them, and it makes them more open to speaking with you. By doing this, this will also make your call lists more successful, because you are calling and speaking to cybersecurity candidates who should be very qualified for the job and it should save you time in the long run. In the end it’s better to call 40 qualified candidates rather than 80 unqualified ones.

Learn how IT staffing firms are trying to mitigate the cybersecurity skills gap.