7 Mistakes Stopping You From Hiring

Overworked?

It's no surprise with a global security skills shortage of 3.4 million in security.

Here are 7 mistakes stopping you from hiring:

1. You only hire from the best companies

Unfortunately, “the best” usually means that someone has worked within a certain brand name. Limiting the (already limited) talent pool because of a brand name is costing you.

Maybe you’re the big brand this person has been waiting for?

2. You only work with the smartest candidates

Targeting only top-tier universities may be limiting you. Many of these applicants usually have a better upbringing – and are likely from similar backgrounds. Which won’t help your Diversity, Equity & Inclusion targets.

And those poorer students? Worryingly, Harvard and Princeton only see 2% of graduates move from the lowest quintile in income to the top quintile.

Furthermore, some of the best performers are the hardest workers, not those with the highest school grades.

3. Relying on recruitment technology to pre-screen

The tech industry is great. Recruitment tech… not so much. Yet. I’ve mentioned Cambridge University’s recent findings a few times: AI recruitment tech is actually reducing DEI. There’s still nothing better than a good ol’ fashioned recruiter. Not yet, anyway…

4. Miscalculating your salary benchmarking

Tech is a high growth market, with cyber being one of the fastest growing at the moment. Unfortunately, you can’t just increase your previous salary by “a few thousand” to get a qualified idea of the current market.

High demand candidates are being offered higher salaries. And if you can’t compete on price, then you need to have a product, a business, or a team that makes you attractive.

5. Not really being diverse

You’re focusing on diversity across the business. So why is your interview panel a load of people who all look like slightly younger/older versions of each other…

Diverse candidates want to see diversity right away. I've been on many company websites so the business can say: "Look at how diverse we are". Seriously.

But if candidates don’t see that at interview stage, you may be missing out.

6. Not knowing your competition

You’ve been at your company for a while, you live and breathe the values. You’re a great ambassador for the business. Anyone who works in your team loves you, and you know everything about the business.

How much do you know about your competition? Candidates are interviewing with them. If you can’t sell your business over the competition, or if you don’t know how your product differs, you won’t look attractive to prospective candidates.

7. Not looking internally first

Moving someone internally is cheaper and quicker than looking externally.

Are you sure you’ve exhausted all internal possibilities before you looking outside?

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If you want to strengthen your security team without spending forever searching for the right person: drop me a message and we can set up hiring strategy call.

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Whenever you’re ready, there are 2 ways I can help you:

1. If you’re an Employer:

→?Read our Free Guides:?10 Step Guide To Hiring A Security Specialist?and?7 Steps To Fix Your Recruitment Process.

→?Download our Free eBook,?“13 free tips you can use right now to hire security talent”. This is our ultimate 27-page guide to building your security team.

→?Or speak to me directly here:?Book a Security Hiring Strategy Session.?

2. If you’re a Candidate:

→?Read our Free Guide:?How To Negotiate Salary.

→?We place security specialists across Europe.?Get in touch?if you are looking for another opportunity.

→?Or use our?CV Rewriting Service to Fix Your CV.

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If you liked this, you may also be interested in last week’s Newsletter, How to Save 23% on Recruitment Costs.?