Experience Vs Skillset
Milan Singh Thakur
![Milan Singh Thakur]()
Milan Singh Thakur
Deep Thinker | Generative AI and LLM Security | Open Finance Security | Strategist | OWASP DevSecOps Leader | Secure EcoSystem Design | Secure Architecture Building
How many of you are struggling to grow in the industry? Mostly around 90% of workforce..!!
There are so many instances where you can see a clear conflict between these two. Below are some situations that I have observed:
- Recruitment process is outdated and hiring is majority of companies is still based of years of experience the candidate has.
- Client will always ask to experienced resource, but why not skilled resource? This hampers the quality of project deliverable especially in Cyber security.
- The project delivery team struggles to keep skilled resources in the team due to their high demand of package, which is obvious.
- Most of the recruiters don’t understand technical keywords which they use to filter the candidates and select the resumes from various portals.
- Hiring is sometimes influenced by 3rd party consultancies by paying commission to recruiter which in turn degrades the quality of overall project team.
- Skilled candidates are rejected due to poor communication and the project team loses a good resource.
- A boasted (faked) CV looks too good to recruiter and they select the candidate. Eventually it is the failure of interviewer (technical interviewer) who cannot figure out the skill level of candidate. For this, the interviewer has to be skilled in first place.
Will this help the organizations to keep up with competitors? Will the business survive? Will you be able to make profits?
The answer to all this is a big NO..!!
We can start small. A small thought can grow into a bigger and productive IDEA. Here are few small thoughts that will surely bring major changes in the way our industry works:
- Technical recruiter must be the one who filters and selects candidate for interview process. The recruiter should be adaptable to technical work nature of the organization.
- Client should ask for skilled resource rather than just experienced.
- Monetary growth of employee should be directly proportional to his/her skillset and business need.
- Recruiter should not be inclined towards 3rd party consultancy and try to be neutral during recruitment process. After all it should be about organization’s benefit, not personal.
- A candidate can be groomed to enhance communication skills, but technical skills are not everyone’s cup of tea.
- Organization should be doubly sure about technical interviewer’s skillset. A wrong person might hire wrong/irrelevant skills which will not fit in the team.
- Also look for attitude of the candidate. Attitude to learn and lead should be acceptable.
Please add your opinions in the comment, so as to highlight such inconsistencies you have observed.
Let’s build a Strong Team, with right skill and attitude.
Building @GlobalTechTalks | Ex - Amazon | Learner | Community Enabler | Judged & Mentored(150+) in Hackathons | Tech Speaker | Cyber Security Enthusiast | Chapter Lead @OWASP, CyberFrat & Slack| Moderator @StartupDelhi
6 年Yes 100% true...
Very true, and so many continue to suffer due to this; results varying from: lack of commitment, morale, productivity, quality, stability, etc. Esp. it's indeed quite disgusting to see recruiters 'demanding' private information, like current_salary, instead of showing more respect, if not more transparency by upfront checking with skilled people whether they are okay with the budget (or whatever percent of it, say 90% if you still want to show that you saved 10% of the allocation) that is already earmarked for the position, as against invariably looking out to shortchange candidates based on "experience" which remains defined as the no. of years clocked on some or the other payroll ! So.. test skills, assess attitude (probably use psychometric questionnaires as well), verify antecedents, and get on with it ... alas, easier said than done, because there are few mature markets where the salary benchmarks are Skill-application-and-aptitude-Based rather than Number-of-years-on-payrolls-Based.
Board Member | Technologist | Visionary | Strategist | Cyber Security | SecOps | Deep Security
6 年yes, talent shortage in the industry continue to grow, demand is high and supply is low companies needs to attract, attract and retain cyber security talent. Some elements for Attract and Retain cyber security talent. 1. Provide training for staff on emerging technology. 2. Companies must participate different different events like hackathons and open-source community platforms. 3. Companies must collaborate with universities/ colleges to emerging technology as well as cyber security talent.
Accidental Team Lead | Not So Certified Hacker | OWASP Mobile Security Project Lead |
6 年Very well said bhaiya??