When hiring for remote cybersecurity jobs, it's important to tap into internal talent, social media, and universities as well as job posting sites.
COVID-19 has changed the structure of the modern workforce. The swift and wide-sweeping impact of the pandemic saw many companies embrace the once novel concept of allowing employees to work from home. While the remote work trend represents a temporary shift for some employees, there is evidence to suggest a permanent change for others.
Research predicts that 25% of the North American workforce will have moved to remote work roles by the end of 2022 and that the trend will increase through 2023.
In this article, we will share some pointers to help you fill the increasingly important remote cybersecurity jobs on your staff.
The Supply and Demand Conundrum
Employing a remote staff sounds appealing in theory, but it is not without its challenges, particularly where remote cybersecurity jobs are concerned. Cybersecurity professionals require a specific set of skills to combat hackers and cybersecurity threats that continue to grow in both frequency and complexity.
One of the biggest problems facing employers is the gap that exists between those highly sought after skills and the organizations that demand them.
The number of cybersecurity job openings reached a staggering 3.5 million in 2021, per data compiled by security researchers from Cybersecurity Ventures. The steady incline marks a 350% increase from the 1 million available positions reported in 2013.
How to Find the Ideal Cybersecurity Specialist
The importance of maintaining a staff of knowledgeable cybersecurity professionals has increased tenfold post pandemic. That specialist expertise is necessary for configuring network security operations, managing security systems, performing ongoing risk assessments, and simply ensuring that remote work personnel know how to respond to a security incident.
Although the demand for these roles has increased, qualified cybersecurity professionals can still be found — given you know how to find them, and know where to look. Here’s how to find this top talent.
Optimize Your Job Description
Like any position, selling remote cybersecurity jobs starts with an optimal job description. Far too often, companies take the approach of crafting descriptions with exorbitantly high demands. Be it a bachelor's degree in computer science or five years of experience as a cyber security consultant, such lofty requirements may intimidate potential candidates and thus result in a lower number of applicants.
A good job description is a mix of knowing how to appeal to candidates and focusing on the task at hand. Instead of painting a picture of the ideal cybersecurity manager or engineer, home in on the specific roles and responsibilities applicable to the job title in question. Further, highlight the benefits of working for your company.
Organizations in the information technology space want cybersecurity professionals who can thrive and adapt their skills to the dynamic world of cyber threats. Be it on a part-time or full-time basis, information security practitioners want jobs that offer the opportunity to sharpen those skills and advance the career ladder. Your job description should strive to present a balance between both initiatives.
Visit Virtual and In-Person Recruiting Events
In the market for an entry level cybersecurity architect or application security expert? Give consideration to reserving a spot at a local career expo. These events offer an opportunity for employers to not only showcase current openings for cybersecurity professionals, but network and create a talent pool for future job openings as well.
Similar opportunities exist online, with the added benefits of on-demand availability and targeted discovery. Web-based job boards allow candidates to search for job postings based on their work experience, area of specialty, desired salary range, and other criteria. They can also set job alerts for openings in their line of work or a related field.
On the same token, employers can browse the directory in search of cyber security professionals who meet the criteria for the position they wish to fill. Some sites even let you invite individual candidates to apply for specific job postings. This targeted focus can go a long way in narrowing the field of qualified applicants.
Work Social Media
Information security is a hot topic across social media. While you can post job opportunities on professional social networks such as LinkedIn, you can make an even greater impact by joining the conversation.
Publish your own content and build a community of active thought leaders and influencers. Use hashtags to find groups or discussions related to the position you're looking to fill. Share photos that illustrate the fun, team-oriented environment you've fostered in the workplace. Whether it's Facebook or Reddit, you can leverage this engagement in a way that transforms social media into a potent recruitment tool.
When it comes to scouting talent for remote cybersecurity jobs, engagement quality is the biggest perk social media has to offer. People love to share and react, so use that yearning for interaction to your advantage.
Explore the University Scene
Just about every college features some sort of career program designed to help students land quality jobs after completing their studies. Many of these schools are willing to partner with local employers that align with their respective curriculum.
Don't hesitate to reach out to schools in your area to gain access to university-sponsored job fairs and other programs that could potentially connect your company to students or alumni currently seeking employment in the information security field.
Break into the ‘In Crowd’
The cyber security space is chock full of independent associations, organizations, and clubs that exist outside of the business realm. For example, the Cloud Security Alliance offers training and certification programs, in addition to memberships, collaborative research groups, and community forums. Establishing a presence in these circles can help you forge relationships that bolster your recruitment initiatives for remote cybersecurity jobs.
There are numerous benefits to internalizing your search for a cybersecurity specialist. For starters, you'll shave precious time off the recruiting and onboarding processes. Moreover, it can contribute to an invaluable morale boost that lets employees know their hard work is appreciated.
Internal candidates are determined to show their worth and make a greater impact within the company. They want to make their next big career move while earning the chance to grow with an employer whose mission aligns with their own values. By providing such an opportunity, you can create meaningful relationships that show similar opportunities for advancement are available to the greater workforce.
From Recruitment to Retention
Filling remote cyber security jobs is one thing. Retaining those coveted hires is another matter entirely. Nowadays, employers are challenged to not only keep employees motivated, but prevent them from feeling as if they've hit a ceiling that leaves them with little to no room for growth within the company.
As an employer, it is your job to establish a path of career advancement that keeps valuable talent onboard for as long as possible. Let’s take a detailed look at how you can maximize your retention initiatives.
Get Started on the Right Foot
From recruitment to onboarding, employers must work to foster a positive experience right out of the gate. These initial engagements are essential to retaining high-value talent as well as maximizing productivity and profit margins in the long run.
Use these tips to better assure you make a great first impression with qualified candidates:
Ensure that recruiters, interviewers, and senior managers are aligned in the way of screening candidates that meet the requirements of the position.
Make sure candidates and new hires know what to expect from the interview and orientation processes.
Stay attentive and actually listen while interviewing candidates.
Be ready to provide concise answers to questions candidates may have in regards to training, certification requirements, and career advancement.
Show that engagement by offering and inviting constructive input during the interview.
Promptly follow up after the interview — even when it has been decided that a candidate is no longer being considered for the position.
Slam Dunk Your Training Program
In a perfect world, new hires come in and hit the ground running. The real world is a tad rougher around the edges. Expertise aside, you want employees acclimated to your preferences and procedures, so chances are, even the most promising recruits will require some degree of training.
Information security is a broad, complex operating space fueled by many different skills. While a new hire may not be a perfect fit, a comprehensive training program can make sure they're the right fit.
Ingratiate New Hires to Veterans
When it comes to employee retention, a mentorship program can be a valuable addition to a well-rounded succession plan. Think about creating a revolving door of mentors as employees progress on the job. Maybe you have a newly minted information security engineer step away from their duties for a couple hours a week to glean insight from a senior cybersecurity officer a level or two above them.
This strategy can help new hires visualize their future role in the company and ultimately give them goals to shoot for. Creating personal connections among the employee base is never a bad idea as far as teamwork, morale, and productivity are concerned.
Many cybersecurity professionals are able to work efficiently with little to no interference from management — but their engagement with the larger company is key. Project managers must empower these employees to offer feedback about essential security operations early and often.
Their input is paramount in mitigating the security risks posed by hackers and internal threats, as well as planning and deploying the security solutions designed to protect business-critical information systems.
Employees in any career field want their voices to matter. Keep the doors of communication open, and you’ll have a better chance of keeping them onboard.
Consider Automated Solutions Like ThreatKey
While you search for the perfect remote hire, you might consider how an automated security tool can relieve your cybersecurity team’s stress and strengthen their ability to respond to threats.
When a team is understaffed, security analysts can become overworked, which may result in human errors. A tool like ThreatKey can help reduce those mistakes while offering better detection.
ThreatKey continuously reviews your cloud integrations’ security logs to look for incidents. You can also choose to allow ThreatKey to automatically remediate concerning issues, so they’re handled as promptly as possible. Then, we use platforms like Slack, PagerDuty, and ServiceNow to communicate our security findings and solutions. It’s an easy way to keep your security team informed without overworking them.
Your Ideal Cybersecurity Partner
The remote workforce revolution is its own Pandora's box. Companies have realized the benefits this newfound flexibility can unlock, and there looks to be no turning back.
Employers can make the most of the trend by offering remote cybersecurity jobs that allow employees to grow and prosper in their respective roles. It's a long-term investment that will pay huge dividends in the form of business resilience and profitability.
Another way to enhance your security team is with a trusted third-party service provider. This is where ThreatKey steps up to the plate. ThreatKey automates cybersecurity by actively monitoring your network for misconfigurations and other risks that threaten your bottom line.
Our automated platform seamlessly integrates with your existing SaaS application ecosystem while providing recommendations that can strengthen your resistance to security threats. Request a live demo today so you can see how easy managing cybersecurity can be.