With the shortage of IT and security talent, what are some creative ways you approach hiring?

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Senior Director, Defense Programs in Software, 5,001 - 10,000 employees
There are ways to help that. First of all, I'm super involved with recruiting and hiring for positions in my portfolio. I look over every job posting, and I'm very clear on things I don't want to see. I don't want to see requirements that are going to chase away applicants. I don't want words that are more masculine. I want positions to be welcoming for all. I don't want unnecessary certificate or degree requirements that'll be a barrier for people. Or even X years of experience doing something. You really have to be specific about what you are looking for and what you actually need to fill a position.

The best way to do that is to have the process as open as you can in recruiting. Talk to people, have a very diverse interviewing panel, make sure you have that representation. And then, bottom line, make that hire. Hire that non-traditional candidate who can get there, give them the tools to succeed, the development tools, the mentoring, communities that help, etc.   But make that hire.
Director of IT in Software, 1,001 - 5,000 employees
Look inside the organization for talent with strong potential; half the battle of recruiting isn't just hiring for skill, but cultural fit as well.  Investing from within gives you that advantage up front.
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Senior Director, Defense Programs in Software, 5,001 - 10,000 employees

I am cautious of broad "cultural fit" arguments, I see a need for folks that will improve orgs, not fit. I am a fan of hiring & promoting from within (internal job fairs are great), however, especially if an organization is growing, there will always be a limited pool of folks to hire from.

Totally agree that it is important to invest in people. I think this includes hiring junior and non-traditional candidates at fair salaries and investing in them. I double check job descriptions - make sure entry level is looking for entry level. I then figure out how these folks will develop at an org - really back it up!

Senior Information Security Manager in Software, 501 - 1,000 employees
As I wrote in this piece, I think much of the so-called information security skills shortage is simply made up. Yes, it can be hard to find really good security people. But the firms that are complaining the most are the ones who refuse to pay reasonable salaries/consulting rates.


There are firms that want a very senior cloud security engineer, but will only pay $110k.  Or want a security architect for $55 an hour.  They whine that they just can’t find candidates. The candidates are there, the salaries are not.


CIO in Education, 201 - 500 employees
Look beyond what you’ve always required in hiring - get creative. Example, you don’t NEED higher ed experience to work in higher ed. I didn’t.

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CTO in Software, 201 - 500 employees
Without a doubt - Technical Debt! It's a ball and chain that creates an ever increasing drag on any organization, stifles innovation, and prevents transformation.
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