1. A Cybersecurity Recruiting Roadmap
Foundations.
Fundamentals.
Strategies.
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2. Agenda The Market Foundations Fundamentals Leadership People Structure
Policy
Fundamentals
Planning
Branding
Sourcing
Retention
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3. “You need to have a collaborative hiring process.”—Steve Jobs
Agenda
Strategies
Employer Branding
Integrated Social media
Direct Sourcing
Retention
“You need to have a collaborative hiring process.”—Steve Jobs
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4. The Market
More than 209,000 cybersecurity jobs in the U.S. are unfilled.
Cyber job postings are up 74 percent over the past five years.
The demand for information security talent is expected to grow by 53 percent through 2018.
(a project of the Stanford University Journalism Program)
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5. Foundations: Leadership
Leadership must communicate the urgency and the accountability around meeting strategic goals centered on talent.
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6. Foundations: Leadership
Lead the talent acquisition process the same as other core functions.
Implement accountability measures for talent acquisition goals into organizational goals and individual performance plans.
Communicate that quality of hire is a core strategic objective.
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7. Foundations: People
People, such as HR, Subject Matter Experts, and Hiring Managers, must be trained to recruit and held accountable for talent acquisition goals.
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8. Foundations: People Hire experienced recruiters.
Train HR, Hiring Managers, and Subject Matter Experts in recruitment.
Communicate individual accountability for making each hire.
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9. Foundations: Structure
Lead
Source
Assess
Hire
Advise
Structure must be in place to create an efficient sourcing pipeline that draws qualified individuals from all segments of society.
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10. Foundations: Structure
Build a dedicated recruitment team outside of the hiring and staffing function.
Organize HR processes to facilitate quality in job analysis, active recruitment, assessments, and onboarding.
Evaluate results for quality and effectiveness.
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11. Foundations: Policy
Policy should facilitate targeted recruitment and limit reliance on passive recruitment.
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12. Foundations: Policy
A targeted recruitment policy can require multiple sources be utilized to create a diverse talent pool.
Service Level Agreements should prioritize high applicant quality over volume.
Relationships with key sources of talent should be evaluated and managed at the organizational level.
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13. Fundamentals: Planning
A comprehensive workforce planning process will lead to the identification of the type of talent required and where the agency will source the talent.
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14. Fundamentals: Planning
Successful Workforce Plans are aligned with organizational strategic objectives and prioritized around mission critical occupations.
Leadership is critical to ensuring recruitment is driven by the workforce plan.
Recruitment teams are more effective when involved in the workforce planning process.
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15. Fundamentals: Branding
The Employment Brand is critical in communicating core organizational and occupational attributes to cybersecurity talent.
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16. Fundamentals: Branding
A relevant Employee Value Proposition (EVP), built around attributes relevant to the talent pool, is critical to an effective brand.
Social Media is an effective employment branding tool and least effective as a job board.
Effective Employment Branding increases candidate quality.
The 2014 Fortune 500 and Social Media Study (UMass-Dartmouth)
The Growing Value of Employer Brands 2012, Bernard Hodes
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17. Fundamentals: Sourcing
Sourcing—Active and targeted sourcing of talent is necessary in order to meet the high volume of cybersecurity hiring required to expand and maintain the workforce.
The 1st Merit System Principle is your mandate to source:
“Recruitment should be from qualified individuals from appropriate sources in an endeavor to achieve a work force from all segments of society,…”
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18. Fundamentals: Sourcing
Types of Talent
Full-time, statutory employees of your organization.
Balance Sheet Talent
Employees who are part of a partnership on a related balance sheet.
Partnership Talent
Employees who reside on someone else’s balance sheet and work for you.
Borrowed Talent
Independent workers you hire for specific but temporary projects.
Freelance Talent
People who provide services for you for free either independently or as part of a community.
Open Source Talent
One of the key factors in determining our organizational structure that we must consider are the types of talent and volumes of talent we need to acquire and retain in order to successfully accomplish the agency mission.
Types of Talent = Deloitte Human Capital Trends
Balance sheet talent – Full-time, statutory employees of your organization. You bear all the carrying costs of these employees.
Partnership talent – Employees that are part of a partnership or joint venture that are on a related balance sheet
Borrowed talent – Employees who are part of your value chain or ecosystem but who reside on someone else’s balance sheet such as contractors who work in support roles.
Freelance talent – Independent workers you hire for specific but temporary projects.
Open source talent – People who provide services for you for free either independently or part of a community – for example those who answer questions about your products on the web in an open source help function.
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19. Fundamentals: Retention
Retention—Maintaining an effective onboarding program ensures attrition of cybersecurity talent is maintained at an acceptable level.
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20. Fundamentals: Retention
Effective onboarding increases:
Job satisfaction
Job performance
Organizational commitment
Employee morale
Speed to competency and productivity
Employee engagement
Retention
An effective onboarding strategy creates a clear path to meaningful, productive work and strong long-term employer-employee relationships.
Reduce recruiting budget.
Reduce staff resources (HR and hiring officials)
Reduce overall training time….
What is the impact of NOT having an onboarding program?
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21. Strategies: Employer Branding
Create and validate an Employee Value Proposition based on the talent that you seek.
Develop Employment Brand before considering any social media.
Integrate the Employment Brand into the entire recruitment lifecycle.
Provide enough information through branding so that applicants can select in or select out.
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22. Strategies: Integrated Social Media
Social media recruiting is integrated into the organizational social media strategy through cross-functional collaboration.
Engage executive leadership, communications and media offices, hiring managers, subject matter experts, and human resources in creating the organizational social media recruiting strategy.
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23. Strategies: Integrated Social Media
Utilize an event based approach and limit the use of social media feeds as job boards.
Create a task for job seekers to do (e.g., read an article, view a video)
Provide an event in which job seekers can actively participate (e.g., Cisco Recruiters Resume Tips WebEx).
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24. Strategies: Integrated Social Media
Provide job seekers with something to do and something to learn.
From Cisco Facebook. Integrated social media presence by combining employee work/life social posts with career related posts. No direct job postings. Career related posts direct job seekers to an event (e.g., resume tips from recruiters) or an activity (e.g., read a blog post on interviewing at Cisco.
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25. Strategies: Direct Sourcing
Direct Sourcing—Engaging qualified individuals by direct contact, communicating the employment value proposition, and converting them from prospects to candidates.
With the authorization of Direct Hiring Authority and the existence of non-competitive hiring authorities, direct sourcing of candidates becomes fundamental to building talent pipelines of diverse, qualified talent.
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26. Strategies: Direct Sourcing
Direct sourcing requires:
Training recruitment team on the employment brand, recruitment policies, and sourcing.
Identifying groups of qualified individuals from all segments of society.
Communicating interest to prospective applicants and asking them to apply, if applicable.
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27. Strategies: Direct Sourcing
USAJOBS Resume Mining Tool
Social media profiles
Academic partners
Professional organizations and conferences
Talent competitors
State and local employment offices
Veterans’ organizations
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28. Strategies: Sourcing
National Initiative for Cybersecurity Careers and Studies (NICCS):
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29. Strategies: Sourcing National Security Agency (NSA):
Hiring for innovation and growth.
Reducing its resume overload through assessments.
Using data to make decisions on attrition, retention, and healthcare programs.
High-touch approach to STEM applicants .
The National Security Agency is trying to improve its hiring and retention as the workforce ages, recruiting becomes more complex, and senior leaders want to look instantaneously at dashboards showing what’s up with their workforce.
That’s what Kathy Hutson, director of human resources, and Nick Vasilopoulos, chief of personnel assessment research and development, talk about in Federal News Radio interview.
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30. Strategies: Sourcing SAIC
Talent Community and leverage Employee Value Proposition.
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31. Strategies: Sourcing EMC2
Enables applicants to access customized job postings, web content and social media content through a widget.
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32. Strategies: Sourcing Lancope Discovery widget
Even if you don't see a job description that matches your area of expertise, we still want to hear from you.
(part of Cisco)
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33. Strategies: Retention
Retention begins with onboarding and is reinforced by employee development and performance management.
Job analysis
Onboarding program
Performance management cycle
Employee surveys
Job analysis is key to hiring the right individual into the right job and for managing performance in the long-term.
The onboarding program should be aligned with the agency mission and values and set-up new hires for success in supporting strategic objectives.
The performance management cycle should be communicated clearly and consistently applied across the agency.
Employee survey’s can give insight into employee satisfaction with onboarding processes.
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34. Strategies: Checklist
Consistent policies across the organization.
Talent Acquisition Strategy Status
Sourcing and selection plans for each MCO.
Plans by Talent Type
Defined leadership roles and accountability.
Executive Engagement
Long-term planning for MCO sourcing and selection.
Planning Horizon
Talent strategy aligned with other talent processes.
Integration with Other Talent Processes
Metrics aligned with sourcing and selection.
Identification and Selection of Metrics
Aligned with strategic human capital plan.
Implementation Approach
Metrics defined, tracked and transparent.
Business Impact
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35. Resources Tech Recruiting Conferences
SourceCon—March 2016, Orlando, FL
Talent42—June 2016, Seattle, WA
Social Recruiting Strategies—January 2016, San Francisco, CA
socialrecruitingstrategies.com
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36. Recruiting Boot Camp: Recruitment Professional Development Series
OPM Resources
Recruiting Boot Camp: Recruitment Professional Development Series
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37. Contact the Recruitment Policy and Outreach Team at OPM
Questions
Contact the Recruitment Policy and Outreach Team at OPM
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