Finding Security Professionals in a Candidate Driven Market

[RRoach]

Although this site is a good resource for advertising jobs as well as well known paid sites, if you are not finding talent its probably because the way your company attracts talent. It's limited in what it can offer, it's limited in the pool of available talent to a local geographical area.

-Employee work options: Consider 100% remote and not remote only in a limited area close to the worksite

-Labor rate: As a minimum pay the market rate or adjust the requirements 

-Area Housing: Pay full relocation assistance 

-Hire within:  If you don't have an internal training program or tiered workforce that supports succession, you are always going to be looking on the outside.

Reasons employees leave: labor rate (competition/fair market rate), location (cost of living), remote,
reduced commute (quality of life), less travel (quality of life), more options for
leave/time off (quality of life), less out of pocket costs for medical/dental benefits
(quality of life), valued family (quality of life), costs of child care (quality of life), education benefits/training/experience
(career advancement), promotion (career advancement), less overtime,
better company/client culture (quality of life). It depends on where the employee
is at in life and career and more importantly what "better" opportunities are available. .

[gorothschild]

First impression of the recruiter (hiring organization) #1. Interviewers must be prepared, candidates are guests, not suspects. An unprepared interviewer can influence more than factors listed.

[Steve-Wilme]

On occasion you meet an interviewer who is not only poorly prepared, but downright hostile, almost as it's an inconvenience to have to interview anyone.  It's okay to ask difficult questions, but some of the off hand comments and criticisms directed at candidates are out of order.  An interview is a conversation to work out if the parties are a good match.  

[RRoach]

Been on both sides of the fence.  When it comes down to the interview having a panel of management and technical staff (actual co-workers/experienced staff) helps. It should be a conversation not a test Q&A. You should know your job/limitations and be able to communicate it to the hiring panel. Hiring panel should be able to review the resume and ask questions to understand if the candidate is capable for the job, how long to get settled in, any additional training needed.

[RRoach]

good addition. Recruitment/staffing process is often a hinderance (lack of experience in recruiting as well as the career they are sourcing for) as well as the job description provided by the hiring manager.