1 00:00:00,05 --> 00:00:02,08 - [Instructor] Ahh, experience. 2 00:00:02,08 --> 00:00:04,08 Not too much to ask for, right? 3 00:00:04,08 --> 00:00:07,05 I mean, who wouldn't want to hire a candidate 4 00:00:07,05 --> 00:00:09,02 that can join a security team, 5 00:00:09,02 --> 00:00:11,01 and hit the ground running? 6 00:00:11,01 --> 00:00:12,00 I get it. 7 00:00:12,00 --> 00:00:14,01 There's a lot on the line when your duty 8 00:00:14,01 --> 00:00:15,05 is to ensure the protection 9 00:00:15,05 --> 00:00:16,09 of corporate assets. 10 00:00:16,09 --> 00:00:18,07 Security tools need managing. 11 00:00:18,07 --> 00:00:20,08 Vulnerabilities need patching. 12 00:00:20,08 --> 00:00:22,06 Alerts required triage. 13 00:00:22,06 --> 00:00:25,05 And active threats demand immediate response. 14 00:00:25,05 --> 00:00:27,02 What you need is talent. 15 00:00:27,02 --> 00:00:28,03 No scratch that. 16 00:00:28,03 --> 00:00:30,03 You need top talent. 17 00:00:30,03 --> 00:00:32,00 There's so much to do. 18 00:00:32,00 --> 00:00:33,09 and so little time. 19 00:00:33,09 --> 00:00:37,03 Unfortunately in the cybersecurity industry, 20 00:00:37,03 --> 00:00:38,08 instead of hiring managers 21 00:00:38,08 --> 00:00:41,01 having the luxury of selecting top talent 22 00:00:41,01 --> 00:00:43,08 from a pool of highly qualified candidates, 23 00:00:43,08 --> 00:00:45,02 it's actually the top talent 24 00:00:45,02 --> 00:00:46,06 that has a luxury of choosing 25 00:00:46,06 --> 00:00:48,02 from a massive pool of companies 26 00:00:48,02 --> 00:00:50,04 in need of security personnel. 27 00:00:50,04 --> 00:00:52,01 So what does this mean for leaders, 28 00:00:52,01 --> 00:00:53,09 and hiring managers? 29 00:00:53,09 --> 00:00:56,01 It means we need to be creative, 30 00:00:56,01 --> 00:00:58,05 and find ways to broaden our search, 31 00:00:58,05 --> 00:01:03,00 widen our talent pool and improve our odds. 32 00:01:03,00 --> 00:01:04,01 Okay. 33 00:01:04,01 --> 00:01:05,07 Let's take a break from the super 34 00:01:05,07 --> 00:01:07,09 stressful topic of cybersecurity for a moment, 35 00:01:07,09 --> 00:01:10,02 and talk about something a bit more fun 36 00:01:10,02 --> 00:01:12,07 like shopping. 37 00:01:12,07 --> 00:01:14,00 I like shopping. 38 00:01:14,00 --> 00:01:15,08 Let's roll with that. 39 00:01:15,08 --> 00:01:18,00 When was the last time you went shopping, 40 00:01:18,00 --> 00:01:20,03 you got everything you needed, 41 00:01:20,03 --> 00:01:22,05 and when you were ready to go and pay, 42 00:01:22,05 --> 00:01:25,08 you found the cashier with the longest line? 43 00:01:25,08 --> 00:01:27,03 I'm willing to bet that you, 44 00:01:27,03 --> 00:01:28,06 like most people 45 00:01:28,06 --> 00:01:30,06 while you may not necessarily 46 00:01:30,06 --> 00:01:32,01 seek the shortest line, 47 00:01:32,01 --> 00:01:33,07 you at the very least 48 00:01:33,07 --> 00:01:36,05 try to avoid the longest line, right? 49 00:01:36,05 --> 00:01:37,05 Okay. 50 00:01:37,05 --> 00:01:39,03 I know that was a short break, 51 00:01:39,03 --> 00:01:42,02 but let's unpack this within the context 52 00:01:42,02 --> 00:01:43,03 of building your cybersecurity 53 00:01:43,03 --> 00:01:44,07 talent pipeline. 54 00:01:44,07 --> 00:01:46,08 Choosing a shorter line is synonymous 55 00:01:46,08 --> 00:01:48,07 with taking the path of lesser 56 00:01:48,07 --> 00:01:50,06 or even least resistance. 57 00:01:50,06 --> 00:01:52,07 And while the same logic should apply 58 00:01:52,07 --> 00:01:54,06 when hiring and recruiting. 59 00:01:54,06 --> 00:01:56,09 Sometimes our desperation 60 00:01:56,09 --> 00:02:01,03 for talent causes us to do the opposite. 61 00:02:01,03 --> 00:02:03,08 Instead of taking the path of less resistance 62 00:02:03,08 --> 00:02:05,03 or searching for talent 63 00:02:05,03 --> 00:02:07,04 in a less saturated market. 64 00:02:07,04 --> 00:02:09,09 Hiring managers still tend to, 65 00:02:09,09 --> 00:02:12,09 well stand in the longest line. 66 00:02:12,09 --> 00:02:15,05 Why do we do this? 67 00:02:15,05 --> 00:02:19,00 Well it's because we've convinced ourselves 68 00:02:19,00 --> 00:02:20,05 that there's too much risk 69 00:02:20,05 --> 00:02:22,09 associated with hiring a candidate 70 00:02:22,09 --> 00:02:25,09 having little to no real world experience. 71 00:02:25,09 --> 00:02:27,05 I would argue however, 72 00:02:27,05 --> 00:02:29,05 that instead of avoiding this risk 73 00:02:29,05 --> 00:02:32,01 by passing over entry-level talent, 74 00:02:32,01 --> 00:02:35,03 the risk should instead be mitigated. 75 00:02:35,03 --> 00:02:37,03 This means structuring the team 76 00:02:37,03 --> 00:02:38,08 in a way that creates 77 00:02:38,08 --> 00:02:40,09 an opportunity for grooming newcomers 78 00:02:40,09 --> 00:02:42,09 with the right skillset. 79 00:02:42,09 --> 00:02:44,02 "Oh, but Tia, 80 00:02:44,02 --> 00:02:46,03 that gives me more homework." 81 00:02:46,03 --> 00:02:47,03 Yeah, you're right. 82 00:02:47,03 --> 00:02:49,00 It absolutely does. 83 00:02:49,00 --> 00:02:50,07 identifying the appropriate skills, 84 00:02:50,07 --> 00:02:51,09 and or qualifications 85 00:02:51,09 --> 00:02:53,06 begins with defining the roles 86 00:02:53,06 --> 00:02:55,05 on your security team at a level 87 00:02:55,05 --> 00:02:56,05 of granularity 88 00:02:56,05 --> 00:02:58,06 that enables you to define specific 89 00:02:58,06 --> 00:03:01,07 responsibilities based on skill level. 90 00:03:01,07 --> 00:03:03,01 Ask yourself, 91 00:03:03,01 --> 00:03:05,01 "What's the difference between hiring 92 00:03:05,01 --> 00:03:07,08 a junior resource with the right skill set, 93 00:03:07,08 --> 00:03:10,05 and taking six months to fully enable them 94 00:03:10,05 --> 00:03:11,09 versus taking six months 95 00:03:11,09 --> 00:03:13,08 to hire a mid-level resource 96 00:03:13,08 --> 00:03:15,03 that will be more expensive, 97 00:03:15,03 --> 00:03:18,00 and potentially challenging to retain. 98 00:03:18,00 --> 00:03:19,09 I can think of a few differences 99 00:03:19,09 --> 00:03:21,00 but hold on to that thought 100 00:03:21,00 --> 00:03:23,05 for a moment and jump into the next video 101 00:03:23,05 --> 00:03:26,00 where we discuss the importance of retention.