Those job specialists who opt for more creative ways of finding the right mix of skills and attitude will find greater success in the dynamic world of information security recruitment according to experts. However it was also cautioned that recruiters should not ‘row the boat too far’ or dismiss conventional testing and interviewing techniques.
At the end of 2011 those looking for cyber security jobs saw the launch of the GCHQ code-breaking assignment which was the government agency’s attempt to secure some of the most talented IT security candidates on the market. GCHQ requested that those interested in IT security jobs for this high profile organisation should take part in an exercise to crack a code. Those who were successful were then issued with a password to access the recruitment site.
Other creative methods of recruitment are to task candidates with identifying any risk and network threat within the business’s network or to try to hack into the existing security processes according to the founder and chief exec of CoSoSyS, Roman Foeckl.
The head of technology for the Asia Pacific arm of Sophos, Paul Ducklin commented that businesses could gain the best insights into a candidate’s capabilities by setting them ‘hacker-type challenges’. These forms of assessment can prove much more revealing than using conventional methods of CV and standard interviewing questions.
Ducklin went on to say that more creative approaches of information security recruitment also help a potential candidate understand if a job role is suitable for them. If the candidate finds the challenge uninteresting or simply doesn’t enjoy it then they know the position is not suited to them. With a growing need for cyber security talent in the UK this new approach to recruitment is likely to become popular with both employers and candidates.