Cyber threats are growing, yet an estimated 1.8 million cybersecurity jobs will go unfilled by 2020. The finance industry is desperately seeking cybersecurity IT professionals, but with a growing skills gap, recruiting the top financial cybersecurity candidates can be tough.
At Evolution Recruitment Solutions, we can help with our top seven tips on recruiting the top cybersecurity talent your company needs.
Recruitment is hard. Throw technical requirements, cyber security skills, industry updates and salary ranges into the mix and it’s even harder. The early involvement of a specialised financial cybersecurity recruitment agency will make your search for cybersecurity candidates easier, quicker and successful by:
This makes recruiting easier, cost-effective and successful.
With the war for talented cybersecurity finance professionals on, many companies are offering over-the-top salaries, and some cybersecurity IT professionals are demanding them. But the success is often short-term when the other benefits don’t stack up.
Speak to a specialist IT recruitment agency to determine a competitive salary for your role and the benefits that are attracting candidates over and above salaries. Education, career advancement, being heard and investment in security technologies are big winners when it comes to benefits, as is flexible working and opportunities for career advancement. Champion what you offer, consider if you could do better and, above all else, don’t sell a dream that isn’t true. If employees can’t work from home, don’t leave it until their first day to tell them.
Reputation is everything in this industry and potential cybersecurity candidates will be checking you out online and with their peers. Make an effort to:
It’s also important to have good recruitment etiquette, telling candidates if they have been unsuccessful and offering feedback.
We all dream of the perfect candidate but often someone who doesn’t meet all of the requirements will excel in ways you never imagined. Review the job description with managers, colleagues and, if possible, the previous role holder to identify essential, desirable and no longer required skills. Don’t forget soft skills, such as the ability to explain technical information to non-technical colleagues, and testing essential technical requirements at interviews.
This is a candidate’s market, meaning that you need to be flexible with your recruitment processes and act quick. Offer out-of-hour interviews and, above all else, be quick about it; the top talent isn’t job searching for long. You must streamline your recruitment processes so that CV sifting, interviews and a job offer happens quickly. Involve a specialist IT recruitment consultancy to help with the pre-sifting and initial interview stages.
Female millennials and professionals from different industries are all underrepresented in the cybersecurity market but, together, they offer an unrivalled opportunity to develop innovative approaches to security protection. Ensure that your recruitment process, training programmes and company benefits are attractive to quality candidates, regardless of their background.
With the pay being so lucrative in this sector, many professionals aren’t actively job searching, but that doesn’t mean you can’t target them. Use an IT recruitment agency to explore their passive candidate books. At Evolution Recruitment Solutions, we build long-term relationships with all of our candidates, so we know when they’ll be next thinking of changing roles and we know what is going to tempt them away. And, if you’re still struggling to find the right person for you, consider using contractors until you do. They’re effective, know what they’re doing and can save you money in the long term.
If you’d like to understand more about attracting the top financial cybersecurity talent to your available jobs, please contact me today.
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