ARE INTERNAL NETWORKS CUTTING IT IN THE FIGHT AGAINST CYBERCRIME?29.08.2018
As cyber security continues to grow, so does the threat to all organisations. As such the technology and skill set needed to prevent attacks is evolving, so why isn’t the way companies find and hire talent evolving to suit?
We often hear stories about clients using their own networks to source talent in a bid to reduce recruitment costs. However, frequently this leads to time delays in which online security is left vulnerable or companies hire staff without the correct skillset because their in-house recruitment teams aren’t specialised in this area. In the current climate of advanced cyber threats can companies really afford to allow such risks?
Most companies understand the importance of cyber security however, as certain recruitment is becoming more automated some businesses are relying on internal networks and algorithmic style recruitment rather than actively engaging with potential candidates. Algorithms are being used to show potential candidates based on uploaded CV’s and online profiles. However, whilst this may work in heavily technology centric roles where accreditations or certifications are mandatory, software will not pick up soft skills which are equally important in cyber security. Skilled human expertise is invaluable and could prove to be the key differentiator in what has become a heavily saturated cyber-space. Also, algorithmic style recruitment only highlights active candidates, therefore, companies are missing out on passive candidates who may have the perfect skill set for their business.
There are some companies who have invested in great internal referral schemes, however, these don’t happen overnight and aren’t always the best way to get new skills, perspectives and experiences into your cyber security team. Many gaps in company’s IT teams can be aided by adapting an efficient recruitment and talent acquisition plan. With there being so much demand for the best talent, organisations need to not only create an environment of innovation that can maintain the interest of employee’s long term, but also have a successful working model of bringing new talent into the organisation. Bringing new candidates into your business from different cultures, career paths and backgrounds can give your internal ecosystem diversity and a very good platform for new ideas. If you purely rely on your own network you are only ever going to recreate, not innovate.
If you would like to discuss how Cognatio Solutions could positively impact your businesses hiring plans, or if you’re a candidate looking to explore new opportunities please email: Jamie.McInerney@cognatiosolutions.com Also don’t forget to follow us on Twitter and LinkedIn to hear regular industry news and find out about the projects we’re working on.