Are Unrealistic Expectations Keeping Your Company from Top Cyber Talent?

October 30, 2024

In my recent LinkedIn poll, a massive 74% of respondents said unrealistic expectations are the main reason companies struggle to attract top Cyber Security talent. Sound familiar? You're not alone. My latest poll results took things a step further, uncovering some specific reasons why these expectations aren't quite lining up with reality.

What’s Driving Unrealistic Expectations?

Here’s what industry professionals had to say in the poll about why companies maybe missing the mark in their Cyber Security hiring:

• Poor Salary Benchmarking (40%)

A solid salary can make all the difference in a competitive field like Cyber Security. Unfortunately, too many companies are offering pay that just doesn’t match up to market rates. The result? They either don’t fill the role or they compromise by bringing on someone who doesn’t have the expertise they really need. If you want great talent, competitive pay isn’t optional.

• Poorly Defined Briefs from Hiring Managers (29%)

A clear job brief is essential to help attracting the right candidate. Without it, candidates are left guessing and businesses waste time filtering through mismatched applications. When hiring managers take the time to clearly define what they need, the whole process runs smoother and everyone ends up happier.

• Automated Application Processes (26%)

Automation is useful, but there’s a fine line. Relying too much on automated systems can make the process feel impersonal and overlook candidates who bring a lot of value beyond keywords. In an industry where nuanced skills and unique experience matter, adding a more human touch can prevent companies from passing up the best people.

• Too Much Focus on CV Collection (5%)

Collecting CVs is one thing, but prioritising quality over quantity is what really counts. A stack of CVs doesn’t necessarily mean a better pool of candidates, especially where the right fit often requires more than just what’s on paper.

How Can Companies Start Closing the Gap?

After almost two decades in Cyber Security recruitment, I’ve seen the cost of unrealistic expectations: delayed hires, missed talent and sometimes risky compromises. Here’s the thing - finding the “perfect candidate” who checks every box might sound great, but it’s rarely realistic. Here’s what I recommend:

• Focus on Core Skills: Narrow down to the key skills the role actually requires, rather than creating an endless wish list.
• Pay Fairly: Take the time to benchmark salaries and offer competitive packages that align with the current market.
• Personalise the Process: Automation has its place, but finding talent is personal. Engaging candidates on a human level makes a difference.
• Be Clear About the Role: Candidates are far more likely to be interested in roles where success metrics and impact are clear.

Let’s Hear Your Thoughts

What’s been your experience with Cyber Security hiring challenges? Drop a comment below or share any insights you might have.

If your team is looking to reshape its approach to finding Cyber talent, I’d be happy to help. Feel free to reach out to me directly for a chat at +447884666351 or email me at [email protected] .

Looking forward to hearing from you.

Chris