As published in the May/June 2020 edition of InfoSecurity Professional Magazine.
Companies from all industries are looking for qualified cybersecurity professionals to fill the skills gap in their current workforce. Demand is high, and many companies are willing to pay top dollar to those who possess the skills they need. With this high-demand, high-paying environment, what could go wrong? Plenty.
With the exception of companies that specialize in information security, accurate valuation of the cybersecurity role in many companies is still very challenging, and many managers lack even a basic understanding of what cybersecurity professionals do within the organization. Add in the urgency to meet industry-specified cybersecurity requirements, and things can quickly lead to corporate desperation and poor decision making.
Here are five fundamental considerations for every hiring manager to build their cybersecurity teams.
1. Look beyond words to past actions
This should go without saying; however, some industries have been led to believe obtaining specific certifications qualifies the candidate to perform at full capacity for senior information security roles. If the candidate has the experience to back up his or her previous roles, then requesting some detailed descriptions of past projects will likely be met with excitement and pride, rather than abstraction and half-baked answers.
2. Post thorough job descriptions that make filtering easier
With soft and vague job descriptions comes soft and vague candidates. Taking the time necessary to ..
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