Full Transcript Joe: So you’re on the workforce development side of things. I think you have a really unique perspective on talent acquisition, right? So and I think one of the challenges that you’ve identified when you and I were talking as we prepared for this this interview is that a lot of times there’s […]
Joe: So you’re on the workforce development side of things. I think you have a really unique perspective on talent acquisition, right? So and I think one of the challenges that you’ve identified when you and I were talking as we prepared for this this interview is that a lot of times there’s a frustration I think by recruiters because hiring managers have these inflated expectations for the requirements that they expect to find in candidates especially in cybersecurity, right? So, you know, how can, from your perspective, how can, you know, TA professionals or how can hiring managers better think about the candidates that they’re looking for?
Sarah: Yeah, so I think that the real challenge is that, and we see it a lot in government contracting as well, where they’re they do inflate it they, you know, they’ve got a position that’s paying 75 thousand a year and they want somebody with ten years of experience in the CISSP. Well you’re not going to get that and so there’s, you know, we know in this market particularly there’s just a tremendous amount competition, right? There’s 60,000 vacant IT and cybersecurity jobs in Virginia Maryland and DC.
That’s 20 percent of the entire nation’s vacancy are in these three areas. So, you know, and in companies and even the federal government, right, we’re all, we all have a great mission we all have great health benefits and 401ks, right? So when you’ve got someone with an overinflated position description the fight for the candidates just, you know, there’s just a big tug and pull. So it just really behooves the talent acquisition folks and the hiring managers to actually create some sort of like dialogue where the hiring manager can explain, “all right, I need someone who does these four things, these main competencies” and really be able to identify the things they need to do in the job.
And then kind of backtrack from there. Well how many years of experience do you really need and so to be able to create that conversation where you say “well, do you really need this experience? do you really need these competencies? could you, you know, if you want A, B, C, D could you do with A, B, C and train D, right?” Because, and I think your owners in the first talk you did were talking about that, right? They’re talking about the constant need for training, right? The positions evolve and that’s always going to be huge, right?
And these days you really want somebody, you know, you want someone with the technical skills or the whatever skills it is but you really want someone who’s teachable, who is going to go out there and pursue their own education, who’s going to continue to master in their skills and grow. That’s the kind of candidate you want.
So it’s almost, you almost want to kind of pull, when you can when it’s not going to like, you know, be a security risk or threat or whatever to maybe even go on that on the lower side of what you really need. Then you’ve got a chance to really pull some great candidates and then you can look to fit on things like culture and, you know, willingness to learn and things, the personality fits and things like that.
P.S. Can we send you an email with our awesome talent acquisition content every week or so?
We won’t overwhelm you and we’ll make it easy for you to unsubscribe if you ever choose to do so.