See where you’re going wrong in less than 2 minutes.

You can put these in place right now, and they won’t cost you a penny:

👉1. Calculate the main costs to hire: 

• Opportunity cost of missed revenue (esp. sales / VP)
• Cost of hiring team salaries while interviewing
• Marketing budget, incl. social media spend
• Search firms and recruitment agencies
• Salaries of your HR/Recruitment team
• Internal referral fees

👉2. Make sure your salary benchmarking is accurate

• Don’t increase your previous salary in-line with CPI/inflation
• Don’t assume cyber salaries are comparable to IT
• Don’t only rely on internal benchmarks

👉3. Find out what is attracting candidates now

The (ISC)² Cybersecurity Workforce Study found:

• Remote working and flexible working hours
• Seniority or promotion opportunities
• Strong diversity, equity and inclusion
• Mental health support

👉4. Increase Diversity, Equity, and Inclusion

• Promote women, minorities, and under-represented groups to leadership
• Establish organisation diversity goals, missions, and value
• Diversify management and hiring team practices 
• Provide mentorship and support at all levels
• Eliminate pay and promotion gaps

👉5. Write a Job Description

Avoid: 

• Too much detail that you “turn away” candidates
• Not enough detail to generate interest
• Listing unnecessarily advanced skills
• Company-specific terminology
• Overly technical terminology

👉6. Turn that into a Job Advert

Use the AIDA Model:

• Attention
• Interest
• Desire
• Action

👉7. Make sure you advertise internally

A strong referral from one of your team may be all you need. 

Do you have an internal referral scheme in place?

👉8. Advertise externally

• Get the advertisement on LinkedIn and use job boards
• Get your team to “Like” and “Share” your job post

👉9. Put together a strong candidate experience

FRACTL’s 2020 study found one in three workers has rejected an offer after finding negative reviews online.

Don’t damage your brand. 

👉10. Build the ideal recruitment process

Think about: 

• The structure of your interview process
• Speed of feedback after each stage
• Time it takes to produce an offer
• Keep in touch before start date
• Smooth onboarding process

___

Remember:

There’s a shortage of 3.4 million security professionals globally.

There has never been a better time to build a solid candidate attraction strategy.

See where you’re going wrong in less than 2 minutes.

You can put these in place right now, and they won’t cost you a penny:

👉1. Calculate the main costs to hire: 

• Opportunity cost of missed revenue (esp. sales / VP)
• Cost of hiring team salaries while interviewing
• Marketing budget, incl. social media spend
• Search firms and recruitment agencies
• Salaries of your HR/Recruitment team
• Internal referral fees

👉2. Make sure your salary benchmarking is accurate

• Don’t increase your previous salary in-line with CPI/inflation
• Don’t assume cyber salaries are comparable to IT
• Don’t only rely on internal benchmarks

👉3. Find out what is attracting candidates now

The (ISC)² Cybersecurity Workforce Study found:

• Remote working and flexible working hours
• Seniority or promotion opportunities
• Strong diversity, equity and inclusion
• Mental health support

👉4. Increase Diversity, Equity, and Inclusion

• Promote women, minorities, and under-represented groups to leadership
• Establish organisation diversity goals, missions, and value
• Diversify management and hiring team practices 
• Provide mentorship and support at all levels
• Eliminate pay and promotion gaps

👉5. Write a Job Description

Avoid: 

• Too much detail that you “turn away” candidates
• Not enough detail to generate interest
• Listing unnecessarily advanced skills
• Company-specific terminology
• Overly technical terminology

👉6. Turn that into a Job Advert

Use the AIDA Model:

• Attention
• Interest
• Desire
• Action

👉7. Make sure you advertise internally

A strong referral from one of your team may be all you need. 

Do you have an internal referral scheme in place?

👉8. Advertise externally

• Get the advertisement on LinkedIn and use job boards
• Get your team to “Like” and “Share” your job post

👉9. Put together a strong candidate experience

FRACTL’s 2020 study found one in three workers has rejected an offer after finding negative reviews online.

Don’t damage your brand. 

👉10. Build the ideal recruitment process

Think about: 

• The structure of your interview process
• Speed of feedback after each stage
• Time it takes to produce an offer
• Keep in touch before start date
• Smooth onboarding process

___

Remember:

There’s a shortage of 3.4 million security professionals globally.

There has never been a better time to build a solid candidate attraction strategy.

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