1 00:00:00,06 --> 00:00:02,01 - [Narrator] When you move into a new neighborhood 2 00:00:02,01 --> 00:00:04,01 and begin to explore in search 3 00:00:04,01 --> 00:00:07,02 of your preferred local vendors and service providers, 4 00:00:07,02 --> 00:00:09,05 what influences that decision? 5 00:00:09,05 --> 00:00:11,02 Well, it could be a number of things, 6 00:00:11,02 --> 00:00:13,09 prices, business hours, 7 00:00:13,09 --> 00:00:16,05 or maybe you just really like the staff. 8 00:00:16,05 --> 00:00:18,06 Regardless of what your drivers are, 9 00:00:18,06 --> 00:00:20,03 the bottom line is that it comes down 10 00:00:20,03 --> 00:00:22,00 to what works best for you. 11 00:00:22,00 --> 00:00:25,01 Now on the other side of this exploratory exercise 12 00:00:25,01 --> 00:00:27,04 is the vendor or service provider 13 00:00:27,04 --> 00:00:30,00 that has to figure out the top influencers 14 00:00:30,00 --> 00:00:31,09 that will attract the largest segment 15 00:00:31,09 --> 00:00:33,03 of their addressable market. 16 00:00:33,03 --> 00:00:35,09 In this case, it's all of your neighbors. 17 00:00:35,09 --> 00:00:38,05 But beyond just giving you the experience you want, 18 00:00:38,05 --> 00:00:40,01 they also have to figure out 19 00:00:40,01 --> 00:00:42,05 how to do it better than their competitors 20 00:00:42,05 --> 00:00:44,04 so you'll consistently bring your business 21 00:00:44,04 --> 00:00:47,03 to them instead of taking it elsewhere. 22 00:00:47,03 --> 00:00:51,00 This means you, as the buyer, have the upper hand. 23 00:00:51,00 --> 00:00:53,03 You get to choose where you take your business 24 00:00:53,03 --> 00:00:55,02 based on the outcomes that best align 25 00:00:55,02 --> 00:00:57,01 with whatever it is that moves you. 26 00:00:57,01 --> 00:01:00,00 Furthermore, this can change over time. 27 00:01:00,00 --> 00:01:01,09 So your local vendors and service providers 28 00:01:01,09 --> 00:01:04,08 not only have to work hard to earn your business, 29 00:01:04,08 --> 00:01:06,06 they have to work hard to keep it. 30 00:01:06,06 --> 00:01:09,06 Now, I have a feeling I don't need to explain 31 00:01:09,06 --> 00:01:11,08 how this ties back to entry level talent, 32 00:01:11,08 --> 00:01:14,02 but I'm going to do it anyway. 33 00:01:14,02 --> 00:01:15,08 These candidates are new 34 00:01:15,08 --> 00:01:17,06 to the cybersecurity neighborhood 35 00:01:17,06 --> 00:01:19,01 and they're trying to figure out 36 00:01:19,01 --> 00:01:20,08 where to take their talents. 37 00:01:20,08 --> 00:01:22,04 They also have a number 38 00:01:22,04 --> 00:01:24,06 of different motivators or influencers. 39 00:01:24,06 --> 00:01:27,09 Some care about salary, work hours, 40 00:01:27,09 --> 00:01:30,08 maybe it's remote versus onsite or hybrid work 41 00:01:30,08 --> 00:01:32,07 that moves them or maybe they care 42 00:01:32,07 --> 00:01:34,09 most about the team they'll be working with. 43 00:01:34,09 --> 00:01:36,03 At the end of the day, 44 00:01:36,03 --> 00:01:40,03 it's the same concept, what works best for them, 45 00:01:40,03 --> 00:01:42,07 which company's role, leadership, 46 00:01:42,07 --> 00:01:45,06 and overall total package best aligns 47 00:01:45,06 --> 00:01:47,04 with where they are today 48 00:01:47,04 --> 00:01:49,09 and where they want to go in their career. 49 00:01:49,09 --> 00:01:52,01 As leaders and hiring managers, 50 00:01:52,01 --> 00:01:54,06 we have to figure out the top two or three things 51 00:01:54,06 --> 00:01:56,02 that will give us the best chance 52 00:01:56,02 --> 00:01:58,07 at attracting and retaining the right talent. 53 00:01:58,07 --> 00:02:01,08 And no pressure, but to seal the deal, 54 00:02:01,08 --> 00:02:05,01 we have to somehow be more attractive than other companies. 55 00:02:05,01 --> 00:02:08,06 This means, yep, you guessed it, 56 00:02:08,06 --> 00:02:11,04 the candidate has the upper hand. 57 00:02:11,04 --> 00:02:13,09 They get to choose where they take their talents 58 00:02:13,09 --> 00:02:16,01 based on their roles, companies, 59 00:02:16,01 --> 00:02:19,05 and teams that best align with whatever moves them. 60 00:02:19,05 --> 00:02:22,05 And yes, these motivators change over time. 61 00:02:22,05 --> 00:02:24,03 So for efficiency's sake, 62 00:02:24,03 --> 00:02:26,03 you'll want to leverage influencers 63 00:02:26,03 --> 00:02:29,04 that entice candidates to not only join your team, 64 00:02:29,04 --> 00:02:32,00 but also remain on your team. 65 00:02:32,00 --> 00:02:33,05 So what's the plan? 66 00:02:33,05 --> 00:02:36,05 What do entry level candidates care about? 67 00:02:36,05 --> 00:02:38,08 Well, I'm no psychic, but I'm willing to bet 68 00:02:38,08 --> 00:02:41,07 most entry level candidates you'd want on your team 69 00:02:41,07 --> 00:02:43,06 will be curious about things like training 70 00:02:43,06 --> 00:02:45,01 and continuous learning 71 00:02:45,01 --> 00:02:47,03 and opportunities for growth that exist 72 00:02:47,03 --> 00:02:50,07 both within your team and within the broader organization. 73 00:02:50,07 --> 00:02:53,07 Simply put, career progression. 74 00:02:53,07 --> 00:02:55,06 Now, don't make the mistake 75 00:02:55,06 --> 00:02:59,00 some hiring managers make by seeing this as a negative. 76 00:02:59,00 --> 00:03:02,03 When a candidate asks about growing and progressing, 77 00:03:02,03 --> 00:03:05,03 don't tell yourself, "Well, gosh, they're looking 78 00:03:05,03 --> 00:03:08,09 for ways to leave my team before they even join my team." 79 00:03:08,09 --> 00:03:11,04 Instead, view it as the candidate 80 00:03:11,04 --> 00:03:13,03 doing their due diligence to ensure 81 00:03:13,03 --> 00:03:14,05 they won't be stuck in a role 82 00:03:14,05 --> 00:03:16,05 doing the same things forever 83 00:03:16,05 --> 00:03:19,06 and that they want to grow so they can help the team, 84 00:03:19,06 --> 00:03:22,07 and ultimately the company more and more. 85 00:03:22,07 --> 00:03:23,07 This is an indicator 86 00:03:23,07 --> 00:03:26,06 that you might just be able to hire this candidate, 87 00:03:26,06 --> 00:03:29,07 retain this candidate, and put a growth plan in place 88 00:03:29,07 --> 00:03:31,07 for giving them more responsibility 89 00:03:31,07 --> 00:03:34,04 and promoting them into a more senior role. 90 00:03:34,04 --> 00:03:38,02 Yep, moving them through your internal pipeline. 91 00:03:38,02 --> 00:03:42,03 The idea being that your external candidate pipeline 92 00:03:42,03 --> 00:03:46,09 feeds your internal growth and progression pipeline. 93 00:03:46,09 --> 00:03:48,07 Whether you decide to add a blurb 94 00:03:48,07 --> 00:03:51,06 about career progression in your job description, 95 00:03:51,06 --> 00:03:54,01 discuss it during the interview process 96 00:03:54,01 --> 00:03:56,03 or save it as a bargaining chip, 97 00:03:56,03 --> 00:03:58,05 making candidates aware of the opportunities 98 00:03:58,05 --> 00:04:00,06 that exist gives them a vision, 99 00:04:00,06 --> 00:04:03,03 an exciting view into what's possible. 100 00:04:03,03 --> 00:04:05,06 The right candidates should eat this up 101 00:04:05,06 --> 00:04:07,06 and see it as a differentiator. 102 00:04:07,06 --> 00:04:09,06 And as long as you properly manage 103 00:04:09,06 --> 00:04:11,09 the expectations around their growth plan, 104 00:04:11,09 --> 00:04:15,05 this is a win-win situation for everyone. 105 00:04:15,05 --> 00:04:20,00 So, Tia, how do we get this growth plan thing going? 106 00:04:20,00 --> 00:04:23,06 Again, you and all your awesome questions. 107 00:04:23,06 --> 00:04:26,00 That's exactly where we're headed next.