Fractional CISO (vCISO) for Scale-Ups | CISO Coach/Therapist | Advisor | Author | Instructor
The cybersecurity hiring process can be made smoother by ensuring that the candidate has some level of technical understanding and is a good communicator.
I tend to agree with Micheas Herman. If you set up your job descriptions based on the OKRs and focus on performance outcomes, and what success looks like at pre defined points in the first 12 months, you can use the same formula during the interview process. This is not to say that having some technical competency measures in place is unnecessary. You can weave that into the description of performance expectations. Just remember that the best people are not always the best *test takers*. Just as the best communicators are not always the best problem solvers. Be wary of creating interview structures that end up rife with bias. Where you are measuring how well they answer questions as opposed to what their actual performance could be.
Micheas Herman
5mo
Also if you can answer the candidates question "If I am hired what do I have to have accomplished in 30 and 90 days for my employment to be considered a success at that point?" Many companies have either, no idea, unrealistic expectations, or goals that the employee has little influence over. Being able to answer that question also asked allows candidates to self filter
Sam Lyhin
5mo
Certainly! Preferably, both the candidate and the interviewer 🙂
CTO & Co-Founder of SecDojo
5moA cybersecurity skills platform is the perfect tool for achieving this as it evaluates candidates' practical abilities, writing and communication