With the global shortage in security talent, how do you identify and recruit for promising candidates who don't necessarily have all the credentials?

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CIO in Consumer Goods, 11 - 50 employees
Passion and eagerness to learn is one of the attribute we must look in cyber security hiring, we nurture such associates with providing learning environment and get them exposed to new challenges which helps them to elevate quickly on desired skills.
CTO in Education, 51 - 200 employees
We use a variety of techniques, things like internal training of upcoming talent to utilizing talent companies that pool potential candidates for us as well as networking with others in the industry who can give us leads regarding talent in the industry.
Senior Information Security Manager in Software, 501 - 1,000 employees
As I wrote in ‘The fallacy of the information security skill shortage’, there is not a shortage in talents so much, as there is a significant in shortage of firms that are will to pay market rate salaries.




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Director of IT, Self-employed
One thing I do is include them in the meetings about the changes that will take place and get their opinion.  I also lay out the pros and cons of the changes and how it will effect us as a team moving forward.

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