How Secure Recruitment can help you overcome the skills gap & recruit the correct Cyber Security talent to protect your organisation
The IT Skills Gap is an ongoing concern for CIOs, particularly in the search for Cyber Security Talent. Complex and ever-evolving threats, from the rise in Ransomware to the emergence of Billions of BYOD and IoT Devices, mean the risks and staffing needs are always growing and changing. In the 2017 CIO 100 more than half of organisations had suffered a cyber breach in the previous 12 Months and an overwhelming 82% were expecting an increase in their budget specific to security to tackle the cyber threat. With other research suggesting a shortage of Cyber Security Skills, with some estimating a 1.8Million shortfall in skilled Cyber Security Professionals worldwide by 2022
Priding Ourselves on a TOTAL QUALITY SOLUTION – Our approach is simple, a blend of Solid Recruitment & Industry Expertise mixed with a Firm Commitment to Delivering Consistently High Levels of Service, We Pride Ourselves on Finding The Very Best Talent For The Right Job Opportunities Permanent, Contract & Interim Positions across the UK for many years.
Establishing OUR REPUTATION as Industry Specialists has enabled us to work with some of UK & Europe’s Leading Blue Chip Growth Organisations and has also helped us to Develop some of the UK’s Newest, Innovative and Forward Thinking Companies in helping them to Develop Their Talent.
LOOK IN THE RIGHT PLACES – Many of our Clients may have exhausted their efforts in the usual places, or perhaps they’ve been looking in the wrong pool entirely. Secure Profiles what the ideal candidate might look like and then maps where the most likely places to engage with them are.
UTILISING OUR CONTACT NETWORK
Our Candidates & Clients are our eyes and ears on the ground and the most lucrative source of market intelligence. Specialists tend to know other Specialists – whether they’ve worked on previous projects together or frequent the same networks. If they’re not interested in the role themselves they may know a referral that they could suggest.
An introduction is far more effective than a cold approach. It shows the value in keeping an ongoing relationship with your network long after you’ve placed them.
Recruiters need to evolve the way they view talent to an ongoing relationship. They need to see them as customers, something to continuously engage with past the point of conversion.