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It’s been more than two years since majority of our offices transitioned to remote environments, can you believe it? How does it simultaneously feel like we’re still in 2020 but also, 2022 is moving so FAST? Since we now have two years of remote work teams, we figured we would take a moment to reflect on how business practices have evolved and share what we have learned to be best practices! Industry Impact Our Clients: Video blurred the lines between work life and home life, allowing operations to continue as clients had to rely on video for recruiting, interviewing, hiring, and retaining talent. But, there was still the need to connect with teams on strategy, initiatives, project management, and overall engagement. While these topics could quickly be discussed in passing in an office setting, the time now had to be scheduled, allowing “relaxed” business etiquette to creep in and resulting in virtual fatigue for many. Our Candidates: This virtual world has made it challenging for consultants to network and discover new opportunities. It limits their ability to see the true work environment/culture of a company and has made communication styles difficult to view from the candidate/hiring side. Video Etiquette Dogs, kids, and messes! Oh MY! The age of WFH is most certainly a blend of our home and work lives, making it difficult to maintain professionalism when speaking with team members, potential, and current clients and candidates. Below are simple tips and tricks to keep that work and life boundary intact: Do’s Mute your microphone when necessary If you remain unmuted, your everyday noises may be completely disruptive. We’re talking shuffling of clothing, clearing of the throat, dogs barking, YOU NAME IT, etc. Your mic picks up much more than you think! Wear meeting appropriate clothes – at least from the waist up! Keep your surroundings suitable and clean Try looking at the camera, to simulate ‘eye contact’ Stabilize your device – shaky camera movements will take the focus and may cause dizziness in your audience. Select a professional background or picture Do Not’s Don’t position your camera too low, or too high Don’t try to multitask during meetings, stay focused. Don’t sneak out! (And if you do, turn of your camera, or send a quick chat that you will “be right back.”) Don’t mumble, but don’t shout Don’t interrupt others Set Your Space Up for Success Impressions are everything! Especially the first ones. By now, we know that working from home presents unique challenges and culture shock – especially to those who have worked in offices for many years! We covered this topic in Elaine Priesman’s Feature Friday blog. Equipment and Lighting Make sure your internet connection, camera, and microphone are all set up and functioning properly. Try to troubleshoot before any meetings Frame your face! Set your camera as close to eye-level as possible Assess your lighting: Make use of natural light and overhead lighting Backlighting can cause shadows and make it difficult for others to see you Check your camera angle prior to meetings to catch any up-the-nose situations or the most dreaded: double-chin angles Connect your computer to your ethernet cable so you can have the best internet connection possible. If you cannot be hard-wired, make sure you have adequate bandwidth on your Wi-Fi network If you must use your Wi-Fi network, forewarn those living with you that you will need the bandwidth for a certain amount of time, so they can limit their use Privacy and Background If you cannot find a private space, use headphones to reduce background noise If you have others in your home that are working from home or virtual learning, let them know you’ll be on a call to reduce interruptions If possible, close the door to the room you are in. Bonus – lock the door if you have little ones who like to run in and out, especially during meeting times! Clean up your background! Tip: Too messy, and too little time? Try using a blurred or virtual background Tempting though it may be to use the fun backgrounds, try to choose less distracting ones In-Person Etiquette In many parts of the country, people are back in their offices and more likely to want to meet in-person if distance allows. Keep in mind that not everyone will feel comfortable with this option and may prefer to continue connecting remotely. Below are simple tips and tricks to ensure that expectations and options are available when the situation arises: Meetings Establish clear guidelines regarding any mask or vaccine requirements Offer alternatives and/or accommodations to those who may not be ready for face-to-face interaction due to different health needs Do not make the person feel badly or question their choices – remember, we all have options and must do what is best for ourselves Purposeful Communication Be intentional about your communication, whether in person, via phone, through video conferencing, or email As we have experienced the pandemic for the past two plus years, there is now a greater focus on mental health. Be sensitive to the challenges we have faced and don’t forget to check in on your coworkers, clients, candidates, and YOURSELF. It matters! The key to achieving success in the current workplace is being flexible, adaptable, and putting people (including yourself) first. As we navigate the ever-changing workplace dynamics, it may take trial and error to determine what is acceptable and valued within your teams. For more tips on this topic watch our webinar: Business Etiquette in the New Video, Virtual World

For Recruiters: In a high-demand market for IT professionals, your job is not the only opportunity a candidate is evaluating. Make sure to ask your candidate, “what other roles have sparked your interests? Are there other companies you would be interested in joining?” There is nothing wrong with doing a compare and contrast between your opening and what the candidate is also interested in. It’s important to know where your opportunity ranks so you can address any potential concerns that could come up during the closing. For Candidates: As a candidate, make sure you are open and honest with your recruiter. It’s important to make your motivations very apparent so they can make sure they are bringing the best opportunity to you. You can fully prepare by anticipating the questions above and reviewing our blog “How to Answer Frequently Asked Interview Questions.” If you’re ready to search for your next opportunity, check out our open positions here!

(Originally published by the Weaver Cryptocurrency Task Force here) With cryptocurrencies becoming more mainstream, Weaver is consistently asked to decrypt what crypto means for individuals and businesses that want to learn more. Recently, we co-hosted a webinar with BGSF covering various business implications of cryptocurrency. Our Cryptocurrency Task Force covered topics such as regulation and compliance, financial reporting, taxation, and information technology considerations. Below are some of the key takeaways from each of the topics presented. Regulation & Compliance Both federal and state regulators face an issue with the classification of cryptocurrency. Without a universal identity, which regulator can claim jurisdictional authority over cryptocurrency? Should cryptocurrency be considered a security, commodity, currency, or perhaps even its own asset class? Currently, we are in an environment of regulation by enforcement, but advisors for the digital assets community doubt the current status for regulation and compliance is sustainable as cryptocurrency technology advances. Financial Accounting & Reporting How do the Financial Accounting Standards Board (FASB) and Association of International Certified Public Accountants (AICPA) define cryptocurrency? While the AICPA issued a practice aid on accounting for digital assets, no authoritative accounting guidance currently exists. Based on the practice aid, cryptocurrencies should generally be accounted for as indefinite-lived intangible assets and evaluated for impairment for U.S. GAAP purposes. Additionally, companies accepting cryptocurrency as payment should also look to ASC 606, as defined by FASB and the International Standards Board, for revenue recognition considerations. Taxation The IRS established a position classifying virtual currency as property. For most taxpayers, the classification of cryptocurrencies as property results in capital asset investments, ultimately producing capital gain or loss upon disposition or exchange. However, those with substantial transaction activity will be tasked with burdensome documentation and data maintenance requirements. As cryptocurrency advances and utility evolves, the classification as property may need to be expanded to engage the variations of token functionality. Information Technology The emergence of cryptocurrency on a wide scale inevitably gives rise to cybersecurity threats. There have been targeted attacks on mining operations, wallets, decentralized finance protocols and exchanges, exposing vulnerabilities resulting in estimated losses exceeding $12 billion in 2021, up 600% from 2020. Maintaining strong data security measures is critical in asset protection. Always ensure private keys, passwords, and credentials are controlled and protected. Also, evaluate how your service providers maintain their security protocols to protect your digital assets and data. About Weaver’s Cryptocurrency Task Force As a top 35 national CPA firm with capabilities far beyond the traditional assurance and tax services, Weaver’s philosophy has always been about doing more than expected. Weaver’s Cryptocurrency Task Force identifies the evolving needs of the digital asset community including investment funds, financial institutions, blockchain companies, and more. We support those needs through a wide array of services such as risk advisory, IT advisory, financial advisory, audit, and tax. Weaver also serves clients across a variety of industries, including large public, private, national, and international organizations, as well as government and not-for-profit entities. To keep up to date with the evolving business regulations surrounding cryptocurrency, contact us. We are here to help. Authored by Rebekah Reeder, Brett Nabors and Tim Savage.

(Originally published on the Nashville Area Chamber of Commerce blog here) The Current War for Talent While 2020 was marked by a total transformation of the job market created by the pandemic, 2021 saw an incredible hiring boom and quite possibly the most competitive hunt for top talent in years! As a result, attracting and retaining top talent has become a real challenge for companies, with candidates demanding more flexibility, an inclusive environment, higher salaries, and a defined career progression. Having a robust talent strategy has never been so important, as this trend is expected to continue. Therefore, in addition to collecting robust salary data for 150+ professional positions, we have also compiled expert market insights and best practices for hiring across industries into one comprehensive guide to help you navigate this competitive market. Built for both employers and job seekers, the 2022 Professional Division Salary Guide provides data and insights from both sides of the hiring process, fully preparing you for the 2022 Job Market. How Can Companies Stand Out? So, how can companies stand out among candidates, beside­­s offering higher salaries and financial benefits? Have a clear, quick, hiring process in place. “In this market, if you’re able to truncate your hiring process by even a couple days, you’re at an advantage,” said Tim Gibbons, a founder and the Vice President of Delivery for BGSF’s Professional Division. “That’s how hot this market is.” Gibbons continues, “What I mean by truncating (the hiring process), I mean, it’s going in with a plan,” he said. “That there will be a process: These are going to be the three individuals who are going to be part of the interview panel. These are the questions or the areas that they’re going to be focusing on, in talking with the candidate. And share feedback quickly.” The quicker you can make an offer, the better. Open your search up to a nationwide market. “If you’re looking to hire in your local market, the competition isn’t just the organization across the street from you, or down the road,” said Gibbons.  “Your competition for talent is nationwide at this point. Organizations that have accepted that are well ahead of those that are sticking to their guns, seeking people who are within a 50-mile radius of the office.” A company can really stand out based on its strong culture and online reputation. Having a positive online reputation, including five-star Google reviews and social media channels that accurately represent one’s culture, can have a significant impact on whether or not a candidate will accept a position with you. Therefore, it’s important to not only track, but try to manage one’s online reputation, in addition to cultivating your company culture. Understand what is motivating candidates and build an offer that truly speaks to them, beyond compensation. Eric Peters, President of the Professional Division, notes that not all companies will be able to keep up with the higher demand in compensation. Therefore, they need to consider other benefits that are important to candidates. “You might not be making the most money within an organization, but you see the most potential … to grow within the organization, and you’ll get your money there,” he said. In addition to growth potential, some of the top things current candidates are looking for include a clear company mission and values, diversity, equity, and inclusion, transparent communication, recognition, encouragement to take PTO, and a fun workplace. It’s clear that this steep competition for talent will continue throughout 2022, and possibly beyond. And, as compensation continues to rise throughout a variety of industries, successful organizations will look to other benefits to attract, hire, and retain top talent. To learn more about our services and how we can assist you in developing and implementing new hiring strategies, visit www.bgsf.com/professional.

Education/Credentials (CALP, CAM, CAMT, CAPS) | All aboard the education train! The NAAHQ credentials are a fantastic way to not only reward an employee for loyal service but also ensure they continue to be a loyal employee for years to come with the knowledge to be a true asset for your company. It’s a win-win! Marketing and Advertising | Don’t skimp on this! Besides digital marketing on search engines, don’t forget to include advertising line items on platforms like Facebook, Instagram, Snapchat (hello geofilters!), and more. Also take into consideration localized print ads, digital billboards, or even sports venue advertising. It’s always better to pad this line item and have a little bit of leftover! Employee Recognition and/or Contests | Even more since the pandemic started, employees are feeling the desire to be recognized by their coworkers and upper management. Setting aside a little capital to give back to your employees in the form of exclusive company swag, team bonding days, virtual happy hours or craft classes (watercolor painting class courtesy of Craft Happy, anyone?) is enough to give any employee the warm fuzzies. Events! (as we start getting more social post-pandemic, hopefully) | Whether it be resident events, grand openings, sponsorships, or that annual employee holiday party, event budgets are one of the few that get forgotten or left off the budget list. While it’s easy to nix “extra” spend, keep in mind that the more employees or residents feel engaged with their company or community, the less you have to spend to lease that extra apartment or fill that empty desk. Shipping or postage | The NUMBER ONE THING that is forgotten about! If you’re shipping swag, sending employee orientation gifts or welcome gifts, boxes of giveaways to communities, shipping can ADD UP depending on weight. It’s better to go ahead and set aside some extra cushion built into your budget. And when in doubt, ask your promotional items printer about approximate shipping costs. That way, you’ll be prepared for whatever 2022 brings. Remember, your local BGSF team can help sponsor your budget camps, team retreats, or anything else you have planned! As you are working on your hiring budgets, don’t forget that we also offer SmartHire payrolling services, the option to hire through Direct Hire, and a comparable buy-out fee for any talent you want to retain permanently. Let BGSF be your partner in success for 2022!

By 2025, Generation Z will make up about 27% of the total workforce, according to the World Economic Forum. Therefore, it’s in many companies’ best interest to quickly understand what this generation values, find out what they are looking for in an employer, and implement that within their organization, fast. Here are five tips you can consider when thinking about adjusting your hiring strategies and company policies for this new wave of workforce talent. They Use Their Phones to Apply It’s no secret that we are on our phones more than ever, but this is especially true for Gen Z, who have never known a world without the internet and smartphones. According to Yello, “46% (of Gen Z) have applied for a job on their mobile device, and 54% won’t complete an outdated application format online.” This means that your UX design for applications needs to be simple, comprehensive, and made-for-mobile. Not having these elements will result in high drop-off rates in the application cycle of your jobs. They Believe in Job-Hopping Contrary to past generations that have historically valued company loyalty, Gen Z plans to learn all they can from one organization and move on to continue growing in their career. “55% plan to work for their current employer for less than three years.” Therefore, it’s important for companies to address this trend after the 1st and 2nd year of employment and not ignore it. If there’s a chance that a person has the ability to move up within the company or to another division, that should be discussed and encouraged in order to retain Gen Z. You can bet that if you don’t have the growth they are seeking, they will move on to a company that does. They Want Benefits That Matter It feels like a lifetime ago that an office that had a gym and a ping pong table was deemed trendy and forward-thinking. Now, Gen Z is not as concerned with recreation or downtime at the office, rather a financial investment in their future. However, stock options and a standard 401(k) won’t cut it when they are actually searching for “student loan assistance, tuition reimbursement, and maternity and paternity benefits.” This generation values a work-life balance and is highly optimistic for the future, so these types of benefits will not only attract but also encourage them to stay and take advantage of these opportunities. They Want to See Diversity and Inclusion This highly educated, highly diverse generation is craving a passion and dedication to diversity and inclusion from their employers. As a result, “86% of Gen Z job seekers cite a company’s commitment to diversity as an important factor in deciding whether or not to accept an offer.” Here it is very important for a company to talk the talk and walk the walk. Diversity and inclusion cannot just be a phrase in your company’s mission statement or a committee that meets once a quarter. This dedication needs to be seen in initiatives like asking one’s pronoun preference, adequate accommodations for those who are differently-abled, policies to ensure fair and equal pay, etc. They Want an Offer, and They Want it NOW Standard HR procedures make it difficult to establish a hiring committee and follow the correct protocol when extending an offer. Gen Z wants no part of that. They feel if it’s a right fit, the offer should be made. “Nearly one in five Gen Zers expect a job offer one week from the initial phone screen. The majority expect an offer within two weeks.” Whether this expectation is realistic or not, companies that make an actionable change to speed up their hiring process will win top Gen Z talent. *Statistics pulled from Yello

Did you know that no matter what you are protecting, where you are located, and the extent of your budget, you can be successful in hiring information security professionals? Learn how to level the playing field when attracting and retaining top talent in the field through our Cyber Security Talent Shortage Guide:

Interviewing can be one of the most anxiety-producing events you can experience! We all go through the motions of preparing for it. We re-read the job description, pick out the perfect outfit, make sure we print our resumes, and hopefully have done some prep questions with our recruiter! While all of these are great ways to make sure that you are prepared for your interview, we can often still feel overwhelmed when the time comes to walk in to meet your potential new boss. My advice? Meditate. Meditation is a practice where an individual focuses their mind to become more aware and achieve a mentally clear and emotionally calm state.  As silly as it may sound, taking a few moments to clear your head before you step out of the car can really make or break your interview. As someone who interviews for a living, I can guarantee that candidates who seem calm and collected immediately give off a professional vibe. You can access this calming state through many means, like using calming breathing techniques or even following a quick guided meditation online. Not super familiar with meditation? YouTube has a lot of great videos to help you through the process. You can also check out some of my favorite apps: Headspace The Mindfulness App Mindfulness Coach It’s hard not to be nervous before an interview! While this might not take all of the jitters away, it will help you be in the right headspace before the big meeting. So, before your next interview, take a deep breath, center yourself, and go get that job! -Brianne Wade

One in four employees plans to leave their job once the pandemic subsides*. That means 25% of the workforce has evaluated their current situation and decided to improve it! But where do you go from there? A more typical route would be to focus on searching and applying for a conventional, full-time position. But you could easily end up right where you started, stuck in an unfulfilling role and searching for that next opportunity. So, what if you chose to experiment and take your time with your next move? What if you chose a path that allows for more variety and financial opportunity? What if you chose to become a consultant? We spoke to several of our current consultants to hear what they enjoy most about consulting and why they chose that route for their professional lives. Here at the top five reasons they love consulting (and why you should consider it!) Flexibility A majority of our consultants noted they enjoy the flexibility that comes with many consulting roles. While that level of flexibility depends on your contract/job and your manager, most said that as long as you are completing your work on time and successfully delivering on your tasks, the actual hours you work within can be fluid. Therefore, the typical 9-5 doesn’t necessarily apply to consultants! “Generally [in consulting] there is a stronger sense of independence.” Variety Some of the field talent we spoke to have been consulting for years. As they discussed their professional history, many came to the realization that consulting offers such a variety of roles and projects, as well as opportunities to strengthen their resume with more experience. Some saw consulting as a way to get your foot in the door at specific companies, while others enjoyed transitioning from role to role, and even project to project within certain contracts. You’re not so much locked into a role, leaving time for exploration! This is especially true when they are working with BGSF, as we’ve made it easier for them to find their next opportunity. “They will work to find you a new role, or if you’re not happy they can work to find somewhere else for you. I would recommend working with an agency 10 times over.” Work/Life Balance Many credited working as a consultant to be extremely beneficial to their work/life balance. Again, this depends on your current role and leadership, but most of them believe that clients are incredibly understanding of one’s personal responsibilities. They also referred to their flexible hours again, which leaves them time to take care of themselves and their family’s needs. “As long as you’re delivering and have a good relationship with your team, they’re respectful of you and you never feel pushback or pressure.” Financial Opportunities Almost all of our consultants cited better financial opportunities as a deciding factor in choosing a consulting role over a traditional, full-time role. These roles typically do offer higher earning potential, which can significantly alter one’s career trajectory. “I doubled my income overnight. I can’t thank Zycron and Chase enough, because it was life-changing.” Professional and Personal Growth Moving from one opportunity to another, consultants can take what they’ve learned and quickly apply it to their next project. They are consistently sharpening their skillset and developing their expertise through a variety of roles, teams, cultures, policies, and experiences. In this respect, consultants are building up their resumes and strengthening their soft skills, such as communication, empathy, teamwork, time management, etc. “In the end, it comes down to your emotional intelligence.” If you’re convinced it’s time to give consulting a try, apply to one of our open positions today! *Prudential Pulse of the American Worker Survey

While you are searching for your next opportunity, it’s important to market yourself to future employers. One of the best ways to do this is through LinkedIn. While it has recently looked like a more personal site, the platform remains one of the top places to build your professional network and search for open positions. So how can you improve your profile to promote your top skills and stand out among other candidates? Be specific and comprehensive: You want to make sure you’re representing everything that shows your experience, especially early on in your career. Any internship, your major, any accolades you’ve received, etc. You want to include it all in some capacity to give a comprehensive look at what you’ve accomplished. As you move further into your career, you may consider removing things that don’t apply so much anymore or aren’t as relevant because you can rely on your career experience. But that’s something you can work through and decide on in future updates. Tip: update your profile every time you update your resume to maintain consistency. But be concise: You don’t have to have a long description under each position discussing everything you’ve done (that’s what a resume is for). You can have a short description describing your role, but don’t go overboard. People have short attention spans, especially online (think about your own scrolling habits). So just give them a solid look at your experience, and make sure it aligns with your resume. Have a well-crafted “About” section: It is highly recommended to have an “About” section at the top of your profile. That summary can really demonstrate your professional brand and personality. At BGSF we’re always looking for the right fit for candidates and clients, as you should be. Try to get their attention with what’s special about you and what you can bring to a role quickly. Also, alert your audience if you’re open to opportunities. You can do this in your “About” section, or even more noticeably in your profile picture through the use of the “Open to Work” filter. Be honest and authentic: Don’t lie! According to Indeed, “It is estimated that 40% of people lie on their resumes, and three out of four employers have caught a lie on someone’s resume.” You want to promote your top skills and what you’re capable of, but don’t over-inflate your abilities or you’ll be doing yourself and your future employer a huge disservice. Proofread: Nothing stops a recruiter or hiring manager in their tracks quicker than misspellings and poor grammar. Check it, check it twice, then have someone else check it for you! You want to make sure you sound professional, which is tough to do when there are glaring mistakes. You can land your next role quickly by following these simple steps and checking out our open positions here!

There is no question that hiring a capable Chief Information Security Officer and a strong team of qualified cyber security professionals is a daunting task. The odds are definitely stacked against you, given both the scarcity of talent and the competition. And while it may be difficult now, it is unlikely to become any easier in the future. The demand for cyber security professionals is only increasing, and the rate that our universities can produce qualified talent is not keeping up with the market. Have no fear. No matter what you are protecting, where you are located, and the extent of your budget, you can be successful in hiring information security professionals. However, to do so, you have to be willing to think differently and make adjustments to your standard talent acquisition strategies. This problem is unique enough to require exceptions, and anyone responsible for addressing this has to be willing to take some chances. Normally, this would be the time for a sales pitch, telling you that hiring our firm, BGSF, and the LJ Kushner team, are the way to complete this task successfully. But not yet. How to Level the Playing Field in Five Simple Steps What I will be sharing is a handful of strategies that any organization can take to increase its chances of successfully hiring capable information security talent. None of these strategies are foolproof unto themselves, but deploying a combination of them should help you better achieve your goal. 1. Determine “How You Win” Given that you are competing for talent, the first thing that you need to determine is “How You Win” in a competitive situation. Understanding why your role is attractive to information security professionals is one of the most important factors in gaining the interest of qualified candidates. When figuring this out, you have to think like an information security professional and be able to answer some of these questions: What are we protecting? Why is Information Security important to the business? Where does Cyber Security report in the organization? What is the technology stack? Why does this function/role matter? As you are answering these questions, you need to keep in mind that the responses from information security professionals are going to be different than what other professionals are looking for. For example, if you are a leading research hospital, the value proposition that you offer for doctors is likely both clear and attractive. For information security professionals, the value proposition may lie in the data that they are protecting and the impact that the loss of data may have on health and safety. From the beginning, understanding your appeal to your audience, and communicating it, becomes the foundation for your search process. 2. Determine and Clearly Define Your Compensation Budget Let’s get one thing straight, there is no such thing as “Open Compensation.” “Open Compensation” is a copout. The concept of “Open Compensation” has led to more wasted time and misalignment of expectations in recruiting, and when it comes to the recruitment of information security professionals, this is magnified. Clearly defining the compensation you can offer for a position determines the candidate pool for the position. By providing exact ranges for salary, bonus, and equity, you give the market a clear understanding of the candidate’s capabilities and experience level that you are searching for. This clarity eliminates candidates who are attracted to the position but ultimately require greater compensation than what has been budgeted for the role. The compensation that you are able to offer for the role will directly impact the contents of the Job Description. 3. Write the Job Description The job description is your marketing document. It needs to read like a narrative, versus a laundry list of requirements of responsibilities. A cleverly written job description will paint an accurate picture of the opportunity, the organization, and the importance of Information Security. Ideally, the job description will speak directly to the target audience for the position in a language that information security professionals will both understand and appreciate. It should stand out, it should be unique, and it should clearly send the message that you would like it to convey. Understanding that there is close to zero percent (0%) voluntary unemployment amongst information security professionals, the job description needs to create inertia that will pique interest. It’s important to understand that your desired candidate is likely gainfully employed and appreciated by their current employer. If information security professionals view a job description as too similar to the job that they are currently performing, or if the role that is described does not excite them, they will likely choose to stay in their current role. As it relates to compensation, the job description will need to map directly to the defined compensation for the position. To write a job description for a person who you cannot afford and who you are unable to attract is a fool’s errand. If you combine too many technical disciplines or are too specific about years of experience, you are likely to create a candidate pool that is very well compensated and difficult to extract from their current position. The requirements included in the job description need to be specific enough to address the essential skills and experience required to perform the position, but flexible enough to attract candidates who may see this role as an opportunity to advance their careers. 4. Invert the Interview Process In most interview processes, the first step is with someone in talent acquisition, human resources, or some technical screen. While all these people and their input are valuable, they do not hold the gravitas that the hiring manager will have to the candidate. The hiring manager and the responsible party often hold the clearest picture of the role and the requirements since they are ultimately accountable for the function and the hire. The hiring manager can bring the most consistency to the interview process, which is often critical to both gain the candidate’s interest and to determine if the candidate has the skills and experience necessary to be successful in the role. If this initial conversation goes well, it makes it clear that the role is both important and that there is “executive sponsorship.” If the candidate has any questions about commitment, the leader’s personal involvement quickly addresses this. If the conversation goes poorly, the candidate’s interview process can be quickly terminated, feedback can be provided for improvement, and time can be maximized – as no other interviewer’s time will need to be wasted. 5. Use a Specialized Search Partner (Here comes the sales pitch…well, sort of) There are many external search firms and staffing agencies out there that claim to have Information Security and Cyber Security recruitment expertise, but that is often not the case. Given how “hot” the Cyber Security market is, it has naturally attracted many new recruitment firms, as they view this as an opportunity for them to grow their revenue. While that is commendable, recruiting information security and cyber security professionals is very different. Cyber security professionals have a different ethos than other professions. Many methods used to engage other professionals simply do not work with them. Most cyber security professionals will only work with search partners whom they view as “trusted” and who have invested their time and resources to understand the nuances of the Information Security community. Given the fluidity of the market, a dedicated Information Security search partner can serve in a capacity of a “trusted advisor,” providing a company with both the necessary guidance and access to fill these Information Security positions in an efficient manner. By engaging them, they create a level of “transitive trust” between the candidate, the employer, and the search firm. This will generally enable searches to be completed with a structure and methodology that allows the hiring firm to make contextual choices where they have the luxury of comparing candidates and where they can select the best match. To be clear, these specialized search firms are more costly than general search firms and charge greater fees. Most specialized Cyber and Information Security search firms only offer their services on a retained basis, given the amount of demand, there is for their service. At the same time, the delta of retaining a capable Cyber Security search partner, versus the cost of a generalist firm, should pay for itself in terms of efficiency and accuracy. While hiring information security professionals is not easy, it is possible if you think a bit differently about the approach that you take. By following some fairly simple steps, altering some standard approaches, and strategically deploying your resources, any company can level the playing field and successfully compete for top information security talent capable of protecting their organization.