Monday, May 23, 2011
Time Kills All Deals When Hiring Top Security Talent
Over the years, there have been many occasions where I’ve worked with companies that didn’t understand the importance of keeping a hiring process moving forward. In late 2008 and spilling into the early part of 2009, I ran into a specific HR person in the process of trying to fill a very difficult to fill security management job who clearly had never been taught the importance of keeping the hiring process rolling.
Today I find myself in a déjà vu situation in that I’m again working with an in-house recruiting manager who doesn’t get it. I think he believes that because everyone should want to work for his global company, he doesn’t have to do anything special to get to the industry’s top security talent. Think again!
If you’ve ever been a security job candidate and you’ve been through a security recruiting process, I’m probably reminding you of an experience you’re already familiar with from personal experience.
Hiring Security Talent
If you’re on the hiring end of the equation, just because you work for a company that has a global brand and global reputation and you think everyone should be attracted to your company just because it exists, you might want to think through this topic with a fresh perspective.
I work with global companies that have global brands all the time. While the brand name that I’m recruiting to does definitely help, a brand name alone is not going to guarantee that great talent will arrive at your company without a well-defined recruiting process. A process that makes security job candidates feel wanted and needed even though you’re evaluating each candidate through your interview process. Remember that you're acquiring people who have emotions and needs. You're not acquiring an emotionless widget when you're working with people.
Don’t Shoot the Messenger
As a third-party recruiter to the clients I serve, I’m always the messenger, the guy in the middle. Security job candidates rely on me for up-to-date and accurate information coming from the client-side of the equation. I can’t share information my client’s fail to share with me in a timely manner.
My clients rely on me for the same kind of data coming from the candidate side of the equation.
Recruiting is Part Psychology
Once a security job candidate has been recruited and they become mentally engaged in potentially acquiring a new security job, a well-defined process must be in place to keep the candidate rolling through the recruiting process. If a process does not exist, the odds of losing a top-shelf candidate are very high. People only stay mentally engaged in a hiring process for so long and then their mind wanders to other opportunities or back to where they’re employed today if they were directly cold call recruited.
Underdog Companies Can Hire Great Talent
Even without a major brand name and global reputation, companies that have a well-defined recruiting process in place can attract the industry’s best security, risk, compliance and privacy talent.
The Security Talent Pool is Tightening
Last week I engaged in two different conversations that prove my point. A CISO of a global financial service company in Los Angeles told me that in his market, great security talent was becoming hard to find.
This CISO knows the value of having a process in place and the value of attracting and not just evaluating great talent when great talent is sitting in his office guest chair.
Recognize That Talented Security, Risk, Compliance and Privacy Pros Have Options
I know the candidate very well and know that he is in the top 20% of his profession. He confirmed for me the reasons I’ve never attempted to do business with the company he was visiting as a security job candidate.
The general attitude at this company is that they don’t need to be attractive to security job candidates because of who they are. In their minds, everybody should want to work for their company.
A Better Security Job Market
Many indicators I see suggest that the security job market is getting better if you’re a security job candidate and it is getting tighter if you’re thinking of hiring security skilled professionals.
If your company doesn’t have a formal process built around identifying, recruiting and acquiring the industry’s best security, risk, compliance and privacy talent, today would be a good day to start building such a process.
President of SecurityRecruiter.com and JeffSnyderCoaching.com. SecurityRecruiter.com is an executive search firm specialized in information security recruiting, cyber security recruiting, corporate security recruiting, physical security recruiting, converged security recruiting, IT risk management recruiting, enterprise risk management, global compliance recruiting, global privacy recruiting and business intelligence recruiting.
Through JeffSnyderCoaching.com, I provide Resume Writing, LinkedIn Profile Optimization, Personal Branding, Personal Marketing, Strengths Coaching, Emotional Intelligence Coaching, Career Coaching, Leadership Coaching, Executive Coaching, Coaching for Entrepreneurs and aspiring Entrepreneurs, Career Transition Coaching and more.
My clients include Fortune 500 clients crossing many different different industry boundaries including but not limited to Banking, Financial Services, Hospitality, Gaming, Insurance, eCommerce, Oil & Gas, Retail, Entertainment, Media, Software, Consumer Products, Hospitality, Mining, Security Consulting, Telecommunications and more.
My Security Recruiter Blog is home to information that security, risk, compliance, governance and privacy professionals need to grow their security careers and is updated weekly.
My recent public speaking activities include:
- CISO Forum and ISSA of Los Angeles
- CSO Roundtable for ASIS
- North Texas ISACA in Dallas, TX
- Information Security Leadership Forum, Dallas, TX
- ISSA in Denver, CO
- National CISO Forum of ISSA in Las Vegas
- ISSA in Colorado Springs
- EVANTA in Phoenix
- A private training session to train computer sales people in Denver to leverage LinkedIn to drive their sales business opportunities.
- I speak on leadership, career and overcoming adversity topics.
Testimonials of my recruiting work are found on the Security Recruiting Testimonials page of SecurityRecruiter.com. Testimonials for my coaching work are found on the Coaching Testimonials page of JeffSnyderCoaching.com.
I have a rather large and growing LinkedIn network with nearly 30,000 direct connections.