Part 3/3: Top 11 tips to dealing with specialist cyber security recruiters

Part 3/3

Over the past two weeks I introduced you to the vital processes of recruitment and the importance of specialist cyber security recruiters. This last post may change your perspective on specialist cyber security recruiters and gives you insights on why search experts aren’t useless at all when it comes to the interview process and salary negotiation.

 

  1. Use their network

Good recruiters will have a very strong network of client contacts. If you’re looking to land a job in a specific company or industry, don’t just rely on advertised jobs. You’re working in an industry that is dealing with a global skills shortage. There are many companies, who will consider applicants in IT Security or Information Security related positions, even when they are not actively looking to hire. Tell the specialist cyber security recruiters where you want to work and find out if they have the right contacts in their network. Chances are they will know just how to go about getting your CV in front of the CISO!

 

  1. It’s a recruiter’s job to interview you on behalf of the client, this can work to your advantage

Recruiters are paid by companies to find and present them with the right people to fill their vacancies. So, the recruiter is required to find out everything the client wants to know and ascertain your ability to do the job before they submit your application. Many see getting passed the recruiter as the first hurdle, however if the recruiter becomes your advocate, this can be a major advantage in helping you secure the position! They will know how the company reviews CV’s, what they want to see and how they interview. The specialist cyber security recruiters, who has the inside track, can help you get the interview by presenting you in just the right way and coach through the interviews, helping you to secure the opportunity!

 

  1. Tailor your CV for the client

Recruiters aren’t really interested in reading CV’s. Really good recruiters want to talk to you. I know from experience that a CV doesn’t reflect the quality of a candidate. Especially, if this has been outsourced to a CV writing service! If your recruiter knows what they’re talking about, they will look at your most recent work experience (the last 3 years), read what you have been doing and then decide if they should call you.

A CV doesn’t talk, it’s just a summary. In Security, most companies will look for varying combinations of specialist skills, this is very difficult to match just using buzz words on a CV. Additionally, companies are not just looking for a skill set, they are looking for a person, with the right ambitions, who fits in the team and company culture. I dare you to try to get that just from a CV!

However, as soon as your recruiter is going to submit you to the client, the CV becomes very important! Ideally, a CV should be tailored to each opportunity. Your recruiter should advise you how to do this and the best way to presented to each client. This might take a bit of time, but it’s worth the investment.

 

  1. Don’t apply direct!

If specialist cyber security recruiters have taken the time to interview you, advise you, coach on the best way to present your details and apply, then don’t apply directly. In most cases the recruiter will give you the client’s name before your details are submitted, so some may be tempted to take all the info and apply direct. The danger here is, there are very, very few good recruiters in Cyber Security and this would add you to their black list. You’d also be missing out on all the inside track information, support throughout the process and help with salary negotiation! Recruiters will be paid between 20% – 30% of your first annual years’ salary. So, they will be keen to secure you the best possible package. Additionally, they are experienced negotiators and particularly experienced in salary negotiation. This is a recruiter’s bread and butter!

 

Written by Rebecca

Blog anglais, Conseil de carrière