5 Reasons Why You Should Never Turn Down An Interview

Here you are happy as can be in your current position when out of the blue you get a call from a recruiter (or a friend drops you a line) saying they've got an amazing opportunity for you.

You weren't thinking about leaving - you like your job, your boss is a peach and life is running like clockwork. So you might be tempted to turn down the opportunity to go on the interview, after all, you're busy, why waste anyone's time?

Well, there are some great reasons to take the interview, and not all of them center around finding a new job.

 1. The Best Laid Plans

As they say, the only thing you can count on is change. One day things are running smoothly at work, and the next day you come in to find your company is being acquired. Or maybe your boss gets promoted or leaves and now your team is learning how to work with a new leader. The new boss may not think as highly of you like the old boss, they may have a style that clashes with yours or they may simply have someone else they want to put in your position. You certainly can't plan for this kind of upheaval.

On the other end of the spectrum, you never know when you might stumble into the job of your dreams. We've all heard the stories of people who reluctantly went on an interview only to find their dream position.

Taking the time to meet for a coffee or lunchtime interview may just be the best thing you can do to maintain control of your destiny.

 2. Loyalty Can Be A Slippery Slope

Long gone are the days when a career spanned 25 years ended with a retirement party and a gold watch. In fact, the new normals for millennials are to spend an average of 2.5 years at any one position.

And even if you do find yourself in a long term position, you might be selling yourself short. Chances are incremental raises and promotions will not carry the same kind of bump in salary that new job might (unless of course you are given a counteroffer). Then too, is the reality that there's a limit to how far one can climb at the same firm. While your boss may think highly of you, if you are looking to move into a new area or take on responsibilities that greatly vary from your current position, you might just stand a better chance of being thought of in a new light somewhere new.

And finally, the truth is, when cuts need to be made some companies will look to cut the costliest employees first. If the choice comes down between someone who is working near the top of the pay grade and a newer hire, chances are you very well might be the first on the chopping block.

 3. There's No Such Thing As Wasted Time

Just as going on vacation is a great way to re-energize and open new pathways of thinking, so too is talking to other companies.

Gaining insight into how other companies operate and other teams engage can act as jet fuel for your current position. While you're certainly not taking these meetings to spy, you can use it as a window into industry trends.

Information is power, so even if you're not interested in pursuing the opportunity any further, the worst thing that will come of the interview is insights into market trends. It might also highlight just how good you have it at your present job.

 4. Stay On Your Toes

You know you should be keeping your resume up to date and your LinkedIn profile current, but if you're not always looking for the next great opportunity, most of us simply won't do it until we need to. But if you wait until you've either left or lost your present position, you're putting yourself at a disadvantage. No one wants to have to do that under duress.

 5. Build A Better You

There's nothing like getting out in the world to see yourself in a new light. Even if you get nothing else from an interview, it's an opportunity to test how you rate in the marketplace. Afford yourself the chance to test which of your skills are in demand and which you are lacking. You'll be able to see how the marketplace views you and get a better understanding of your strengths and where you need to learn. Any chance to brush up your interview chops is one you should jump at.

There are however a few words of caution you must keep in mind:

• Don't make or take phone calls on company time
• Do not use company equipment to make phone calls, send emails, faxes or do research
• Remain focused on your job while you're at work
• If you can avoid it, don't schedule an interview during work hours
• Don't make any mentions on social media
• Don't use current co-workers or colleagues as references

As long as you remember these few rules, we encourage you to take advantage of every interview that comes your way, you never know where it will lead you!

Complex AV Systems have become essential to corporations, government, education institutions, transportation, and consumer outlets. Industrywide growth is steady and each year we are seeing the demand deepen. According to NSCA's State of the Industry Report, the majority of market sectors were projecting growth between 15-55% growth for 2016. These trends are borne out in our own practice here at J.Patrick, where we are seeing high demand for talent in all AV roles. See all our jobs listed here.

One of the positions we see some of the heaviest demand is for AV Techs. And while candidates entering at this level might not need much prior experience in the field or certifications, the search for talent can still be tough. It's important to keep an open mind when vetting candidates, and considering those who come from parallel industries.

Let's explore a few such parallel industries we've found to be good sources of talent.

Music

The music industry is a natural place to search for AV talent as many of the skills and abilities are easily transferable to AV/IT. That the music industry can be a difficult place to make a living and/or to get ahead, makes it an obvious place to recruit for talent.

While many people enter the music sector for the passion and the love of music, they also realize they need an industry that can offer them career growth. AV/IT is a natural fit in that regard. We've found that the fact that techs can expect to work in a variety of settings (such as commercial locations, schools, corporations, etc) with technology that is always changing and improving, is very appealing to these kinds of candidates.

It's worth noting too that video production is also a good source for talent.

Security Video

Once upon a time security companies simply offered alarm, call, surveillance, and sprinkler systems - the tent poles of basic home/office/institution security. But those days are long gone, and we've seen many traditional security companies expanding their offerings into areas that closely parallel AV/IT.

And as a result technicians from this field are well prepared to move into AV/IT. They come with a knowledge of cabling, installation, and the kind of troubleshooting that is required of AV techs. They're well accustomed to working on-site, crawling through walls and under tables in settings that can be sensitive, cramped or in use at the time of installation.

They also have a firm understanding of how to work efficiently all while being the face of the company with customers.

Just as with other in-demand roles, when it comes to the search for AV Technicians, being willing to set aside your checklist can result in finding the best talent.

To say that your time at a conference or industry trade show is at a premium is a gross understatement, to say the least. Your days are packed with pitching your products and ideas, to network, to check in on the competition, and to foster business development opportunities. What you're not there to do is collect resumes and conduct an endless stream of interviews.

But just because you don't have the bandwidth to devote to interviewing doesn't mean that you shouldn't take advantage of being under the same roof as the very best professionals in your field. In fact, a conference is prime real estate for connecting with and nurturing relationships with some of the top talent out there. After all, the professionals who get sent to represent their companies at conferences are the brightest that business has to offer, and they also happen to be the same folk you're looking to recruit.

Here are 4 ways you can make the most of your time at a show to meet and connect with top talent.

1. The "How Do You Do"

Whether you spend most of your time at your booth or roving the floor, you're going to be meeting lots of people. The mood is more convivial, people tend to have their guard lowered even the dress is more casual. So, you'll have plenty of opportunities to chat and feel people out. And this is why you want to have a pitch prepared, a friendly "script" if you will when meeting people who intrigue you.

This isn't a hard sell as much as an overture, and because time is short you don't want to have to make it up on the spot. Just as you have an elevator pitch for your company, have a succinct, yet enticing, a preview of what you do and what you're looking for in employees.

Do keep in mind, not everyone you'll meet and is excited by is looking for a new opportunity, but savvy professionals know that their next great job could come out of the blue. Both they and you have to prepare to make the most of the moment. If you're only focused on clients and prospects you might just miss connecting with your next top performer.

After you're back in the office the following week be certain to follow up and make personal contact (above and beyond connecting on LinkedIn, Twitter or Facebook). Even if you're not ready to pursue them any further at the moment, take advantage of that face-t0-face interaction to lay the groundwork.

2. Go Where The Talent Goes

Surely you've got your own busy schedule to keep up with: panels to attend, break out sessions to participate in, and keynote speeches to catch.

But in addition to going to track sessions that speak to your needs or pain points, take some time to attend tracks that the talent you are looking for might attend. In addition to seeing how people conduct themselves in a forum, you also may learn something new about the concerns of people in this position are having, and you'll certainly gain insight into what they're looking at to do their jobs well.

Again, this is not actively recruiting as much as name gathering and relationship building -- a golden opportunity to meet and cultivate future relationships. After all, you're far more likely to form a clearer impression of someone you've met and had contact with than just by reading a resume. You'll also have a better understanding of their strengths and weaknesses long before you sit down for your first interview with them.

Conferences are a prime real estate to practice the central tenet of: always be recruiting.

3. The Coffee/Lunch/Dinner Date

While carving out time off the floor and away from clients and prospects to hold an interview is not a good use of your time, meals offer the perfect opportunity to meet with a candidate that you're already engaged with.

Let's say you've already had the phone interviews, a video call and now you're looking to have a face-to-face. Assuming the candidate is also attending the show or is willing to fly in to meet you, meal breaks are a great time to meet. As they say, everyone's got to eat, right?

You stand to gain an unexpected bonus if your candidate is also working at the show as you very well might have the opportunity to see them in action. Not that you'd be spying on them or risking compromising their present position, but you can certainly get a real-life glimpse into how they comport themselves and if they are at ease outside of the cubicle.

4. The Final Round

Although it's not a regular occurrence, we certainly have had our clients meet candidates at shows that they've already made an offer to, or are in negotiations with. Not only is it a perfect setting for hammering out final details over a meal in a convivial atmosphere, but it's also an opportunity for other members of your team who might not be part of the vetting process to meet the soon-to-be new hire.

And assuming you are close enough to a closed deal, if it suits you, you'll also have the opportunity to begin introducing them to vendors, customers, and other industry contacts. It might just provide the perfect early training ground for you and your new hire.

What do you think? Do you have any room in your day or your head for thinking about recruiting or interviews while you're at a show? We want to hear from you, share your thoughts in the comments.

It might be tempting to think that on-boarding new employees are all about insurance forms, office tours, and parking passes. Or, you might think it's synonymous with training. But the truth is, knowing how to do onboarding right is so much more than the sum of its parts, and it's also the key to ensuring you have an engaged, inspired workforce.

Here is a timeline to ensure That you do onboarding properly

It Begins Before The Offer

On-boarding begins long before a new employee signs their deal. In fact, it begins before they arrive for their first interview. By taking the necessary steps to ensure that your interviewing and hiring processes are fluid, responsive and timely you're sending a clear message that you care about your employees and are dedicated to creating a healthy and engaging work experience for them.

And then it goes further into how you handle the negotiation of terms. Once again being responsive is key - no one wants to be left hanging or put on an extended hold, especially when their career is on the line. Transparent negotiation tactics and clarity send the clear message that you are invested in the candidates’ future and their long-term success.

Once the offer is made, the deal closed and the start date set is when the active phase begins. Now it's time for the manager to reach out to your new hire with a friendly welcome and a letter clearly specifying the job objectives, expectations, and strategies. They could also include a package of suggested reading, a run-down of equipment used or even a big-picture view of how the team operates.

What's important is to open the channels of communication so that the new hire feels part of the team before they arrive for day one.

Day One

Regardless of the business at hand on day one (paperwork, insurance cards, key card, id photo session, etc...) your responsibility is to be prepared and ready for your new employee's arrival.

Secure the proper building passes, alert the receptionist, make sure that the direct manager is in the office early, have all the necessary paperwork ready, and above all have a work station/office prepared, cleaned and ready to be occupied.

There's no worse feeling than arriving for your first day of work, a stranger in a strange land, and having no place to sit, no one to guide you and nothing to do!

Many companies utilize a mentor system for the first days and weeks, and we think it's a wise tactic. Even senior-level executives need someone to touch base with regarding protocol and methods - appointing someone who is in either a parallel or senior role to be a touchstone not only smooths the way for your new hire, but it also helps to reinforce training, foster relationships, and cooperation.

When someone leaves the office at the end of their first day at a new job and is asked "How'd it go?" the only answer you want them to tender is "Great!"

Your job is to make certain you've done all you can to ensure that's the answer they give.

Week One

The first week is a time for your new hire to adjust to all the social and performance aspects of their job. Necessary training on everything from software to how to operate the espresso machine is taking place. But above all that they should be finding their feet socially now.

If you've fostered a company culture in which employees of all levels, from C-level to the support staff feel like they are part of the team, then they will be extending a warm welcome to the new player. A warm handshake, an invitation to lunch, even just a friendly introduction are key to helping the new hire "buy-in" to your company.

It's also during the first week that HR or the manager needs to make the review process known. By offering frequent check-ins and a schedule of formalized reviews (30 days, 60 days and 90 days), you are sending the clear message that you are invested in the individual’s success.

Remember: Investment builds retention, not compensation!

Month One

While the new employee will likely have begun to find their feet at this point, it's important to keep some of the welcoming structures in place.

The Mentor relationships works best when it's ongoing and ever-evolving. At this point, it’s not only serving to foster relationships and job clarity, but it also increases productivity and innovation.

The First 90 Days

The 90 review is an important tool for both employee and employer. Conducted one-on-one with direct supervisor, and/or team leaders this is the time to see what is working, and what's not.

Not only are you reviewing their performance, but you must be open to hearing from them what's working for them, and what could have gone better. If the channels of communication have been open and available, there shouldn't be any surprises during this meeting, and if there are, then it's time to go back and review your process.

Taking care to handle onboarding properly and thoughtfully, you are sending a clear message that you are invested in your employees’ happiness. And as we know, happy employees are more innovative, more loyal and perform better than workers who are just in it for the paycheck.

We might not know what the new year will hold for us, but there's one thing you can count on: there will be more and more cyber attacks on businesses and individuals. DDoS attacks, Ransomware and hijacking of IoT devices are bound to double or triple in the coming months, and are projected to cost business upwards of $2 trillion by 2019. In order to defend your company and customers from (or better yet stave off) attacks, you need an agile team with a diverse set of skills and abilities. Not only does such a team allow for greater reach and a wider range of expertise, it also all but insures better employee satisfaction and retention.  

To say that InfoSec is a growth industry is to grossly understate the facts. There were over 1 million openings in the Cyber security sector in 2016. More over, demand for well- qualified InfoSec professionals is set to exceed 6 million globally by 2019. What was a $75 billion industry in 2015 is set to rise to over $170 billion in 2020. There is no other sector in IT, or perhaps any other industry, that shows similar growth potential.

And still, women who comprise 51% of the US population only make up 11% of info sec workers. And the statistics for minorities are even more daunting. According the US Department of Labor only 5.2% of security analysts are hispanic, 3.2% are Asian-American, and 3% are Black/African-American.

If we expect to to meet the ever-increasing security demands, industry has to do far better. And better means not only encouraging more women to enter the field, but to stay there. (For more on attracting and retaining women in tech, read here)

Begin At The Beginning

Certainly the best place to start making meaningful changes in the make-up of the IT sector is in early education. And there have been some hopeful signs of progress in recent years. (For more innovative STEM programs, read here.)

But what if industry got more actively involved? What if businesses took an active role in educating, training and recruiting more women and monorities?

Well some have.

One such example of businesses getting involved in and supporting education programs is the Scholarship for Women Studying Information Security (SWSIS) sponsored by Hewlett-Packard. The program, which supports women studying the theory and practice of security, is offered by more than 60 accredited universities.

Another great example of industry offering support to girls early in their education is Dell Computer's partnership with GirlStart. This volunteer run organization is devoted to implementing innovative, high-quality STEM education to inspire girls to transform our world.

Lead From The Front

One of the most important things companies can do to encourage women and minorities to move into security is to foster a business culture where diversity is celebrated. Highlight the achievements of your entire team, and allow individuals to shine. Women and minorities need to see people like them succeeding in order to feel that they too can step in.

Hiring managers need to look past direct experience when vetting candidates and look for the dynamic range of skills that make for a good security professional. A focus on collaboration and teamwork creates an environment where more women can thrive. And where you have thriving workers, you have increased productivity, creativity and better protection for your data.

Support Networks

There are a number of professional organizations and educational institutions all geared toward fostering and supporting women in InfoSec. These networks play an important role in fostering support, encouragement and training, and business would be wise to support them.

A participant at the 2016 Women in Cybersecurity Conference said it best when she was quoted on the website as saying: “ As an information security officer for a global company, there are very few women in my peer set. It is exciting to see so many young women passionate about the field, and I believe everyone benefits when women are encouraged to pursue stem fields as, otherwise, we limit ourselves from an entire pool of potentially successful candidates and peers, simply because, as girls, we are not encouraged to pursue technical careers. ” Business can do its part by supporting these organizations and letting them know they are interested in widening

Additional resources include:

The SANS Cybertalent Immersion Academy for Women launched by SANS Cyber-talent Immersion Academy in 2015 offers an accelerated training and certification program geared toward getting more women into roles in Cybersecurity.

Women's Society of Cyberjutsu is a not-for-profit organization devoted to providing training and support to women in InfoSec. Their focus is on everyone from the seasoned professional to the recent grad interested in learning more about the field.

Women in Cybersecurity brings together women (students/faculty/researchers/professionals) in cybersecurity from academia, research and industry for sharing of knowledge/experience, networking and mentoring. They are hosting organization for the Women in Cybersecurity Conference as well.

The Society for InfoManagement launched SIM Women after Kristen Lameroux, the groups founder, attended the 2006 Tri-State CIO Event and discovered that there was great need for a way to promote communication, mentorship, leadership and career development amongst the female members of SIM.

Jane Frankland is a CISO advisor who has built her own global penetrating testing firm. She writes and speaks frequently about women in cyber security, and is currently writing a book on women in InfoSec due out in 2017.

Business cannot just sit by and allow all this available talent to languish on the sidelines. Companies, recruiters, educational institutions even certifying bodies need to get involved and help create a more inclusive, collaborative industry not only for the sake of on-line security, or their bottom line, but for the health of society at large.

Related Blog:

4 INNOVATIVE APPROACHES TO ATTRACT & RETAIN WOMEN IN TECH

Once upon a time networking was a new idea.

Well, maybe not the idea but the label certainly was. Sure, people have been forming bonds and making connections in the marketplace for as long as there have been marketplaces. But attending a networking event and ‘selling’ yourself has only become part and parcel of our vernacular in the last 20 years or so. And now that it's taken hold it's vital to our career success.

The last thing you want is to make any networking mistakes.

Why We Network

Okay, so when we ‘network’ what we are really saying is that we have an underlying agenda where we are after something. Usually, we want the people we meet to help us in some way; A promotion, A new job, Insight into an industry or company, Inspiration on what to do next. 

Basically... we would like the people we meet to help us in our careers and lives. 

1. Don't Sell

This is fair enough - however, going to a networking event and spending all of your time trying to ‘sell’ yourself or whatever your company offers isn’t particularly useful. After all, how many people are there to ‘buy’? 

None right?

So don’t sell! 

Go there to get to know the people around you. Don’t shove your life story or current major problem or need in their faces. They don’t know you yet so they aren’t going to help you if you just ‘sell sell sell’. No-one likes a salesperson – so don’t be one.

2. Valuing Quantity Over Quality

Networking is not about the number of contacts you have.  Do you have 5000 facebook contacts? 6000 LinkedIn connections? Maybe a couple million business cards and a few zillion email contacts? 

Is that good networking?

Nope!

Networking is not about collecting the largest number of names you can get unless these are people who are going to help you when you drop them a line. When push comes to shove and you ask them for help – what will happen?  Will they remember you? Will they care? Or are you just another number in their database?  

Networking well and building up useful connections is all about having real-world connections with people. People only want to help you if they know you, trust you, respect you. If you are just a number – you mean nothing. If they are just a number – what’s the point?

3. Gaming The Game

How many times have you had people try to connect with you simply to ‘network’. How many invitations on LinkedIn or Facebook do you get from people wanting to ‘widen their network’? And if you join their network – then what? Will you become good mates and help each other out? Do they know you and do you count as anything more than a number to them?

Now, of course in some cases, there is something genuine there – but we have to use our judgment to think before we click. 

What about meeting and greeting people IRL (In Real Life)? Well if you’re being genuinely interested in getting to know the people around you then you are more likely to build a useful connection and grow your network effectively. If you are simply building a network superficially so that you can call on them when you want something and you don’t really care about them as individual, unique, talented people, they’ll suss that out and not really like you for it. 

4. Dismissing The Network You Already Have

Even before you set out to grow your network, you've got one - a large one. Chances are you already know many interesting and talented people - people you met at school, university, through friends, family, extended family, friends of friends, work - in that job at the local pizza place. Many of these connections have likely gone on to lead diverse and interesting lives -- their experiences and interests varied and vast. It can be very easy not to realize just how many people we really know or just how valuable our network actually is. 

Maybe you know or have come across many people but you do not really ‘know’ them. Why not spend some time getting to know them. Dig deeper. Find out what makes them tick – what experiences they have had, what they have done in their careers, who they hang out with, who their mates, family, friends are. You are closer to getting what you want and meeting whoever you need than you think.  

Your friend's brother, dad, second cousin, next-door neighbor could be just the person who could help you. So do not dismiss or forget about the people you already know. Get closer to the network you already have, form deeper relationships with them - you never know who you may come across.

5. Forgetting That It's Not All About You

People want to help those who help others.

And people want to help those who help them! 

So if you just take, take, take you won’t continue getting for long! Don’t make the mistake of just calling people up when you need something. Also, don’t make the mistake of expecting those you ‘network’ with to give you whatever you want, when you want. It’s not all about you! 

If all you do when speaking with others is talk about what’s on your mind -- what you need, what you’re after, how they can help you, what you care about – it’s a one-sided story!

Summary

Networking is a transaction that takes place in the marketplace - in order to get something you have to give. So next time you are meeting someone new or reconnecting with an old acquaintance, stop and listen for their pain points.  Offer to help wherever you can. You might not think you have much to offer, but if you really stop to listen, you very well might realize you have a useful contact to offer or recommend a product you find indispensable.

Engage, Connect and above all Listen!

One of the cornerstones of an effective cybersecurity strategy is agility and the ability to think ahead of the curve. In order to defend against, or better yet stave off attacks you need a team with a diverse set of skills and abilities. Research conducted by Catalyst found that diversity is key to an organizations ability to inspire higher levels of performance, productivity and creativity, which in turn lead to better employee satisfaction and retention.

To say that InfoSec is a growth industry is to grossly understate the facts. There were over 1 million openings in the Cyber security sector in 2016. More over, demand for well- qualified InfoSec professionals is set to exceed 6 million globally by 2019. What was a $75 billion industry in 2015 is set to rise to over $170 billion in 2020. There is no other sector in IT, or perhaps any other industry, that shows similar growth potential.

And still, women who comprise 51% of the population only make up 11% of info sec workers. And the statistics for minorities are even more daunting. According the US Department of Labor only 5.2% of security analysts are hispanic, 3.2% are Asian-American, and 3% are Black/African-American.

If we expect to to meet the demands for ever increasing security in our ever-more connected world, the industry has to do far better. And better means not only encouraging more women to enter the field, but to stay there. (For more on attracting and retaining women in tech, read here)

Begin At The Beginning

Certainly the best place to start making meaningful changes in the make-up of the IT sector is in early education. And there have been some hopeful signs of progress in recent years. (For more innovative STEM programs, read here.)

But what if industry got more involved?

One such example of businesses getting involved in and supporting education programs is the Scholarship for Women Studying Information Security (SWSIS) sponsored by Hewlett-Packard. The program, which supports women studying the theory and practice of security, is offered by more than 60 accredited universities.

Another great example of industry offering support to girls early in their education is Dell Computer's partnership with GirlStart. This volunteer run organization is devoted to implementing innovative, high-quality STEM education to inspire girls to transform our world.

Lead From The Front

One of the most important things companies can do to encourage women and minorities to move into security is to foster a business culture where diversity is celebrated. Highlight the achievements of your entire team, and allow individuals to shine. Women and minorities need to see people like them succeeding in order to feel that they too can step in.

Hiring managers need to look past direct experience when vetting candidates and look for the dynamic range of skills that make for a good security professional. A focus on collaboration and teamwork creates an environment where more women can thrive. And where you have thriving workers, you have increased productivity, creativity and better protection for your data.

Support Networks

There are a number of professional organizations and educational institutions all geared toward fostering and supporting women in InfoSec. These networks play an important role in fostering support, encouragement and training, and business would be wise to support them.

A participant at the 2016 Women in Cybersecurity Conference said it best when she was quoted on the website as saying: “ As an information security officer for a global company, there are very few women in my peer set. It is exciting to see so many young women passionate about the field, and I believe everyone benefits when women are encouraged to pursue stem fields as, otherwise, we limit ourselves from an entire pool of potentially successful candidates and peers, simply because, as girls, we are not encouraged to pursue technical careers. ” Business can do its part by supporting these organizations and letting them know they are interested in widening

Additional resources include:

The SANS Cybertalent Immersion Academy for Women launched by SANS Cyber-talent Immersion Academy in 2015 offers an accelerated training and certification program geared toward getting more women into roles in Cybersecurity.

Women's Society of Cyberjutsu is a not-for-profit organization devoted to providing training and support to women in InfoSec. Their focus is on everyone from the seasoned professional to the recent grad interested in learning more about the field.

Women in Cybersecurity brings together women (students/faculty/researchers/professionals) in cybersecurity from academia, research and industry for sharing of knowledge/experience, networking and mentoring. They are hosting organization for the Women in Cybersecurity Conference as well.

The Society for InfoManagement launched SIM Women after Kristen Lameroux, the groups founder, attended the 2006 Tri-State CIO Event and discovered that there was great need for a way to promote communication, mentorship, leadership and career development amongst the female members of SIM.

Jane Frankland is a CISO advisor who has built her own global penetrating testing firm. She writes and speaks frequently about women in cyber security, and is currently writing a book on women in InfoSec due out in 2017.

Business cannot just sit by and allow all this available talent to languish on the sidelines. Companies, recruiters, educational institutions even certifying bodies need to get involved and help create a more inclusive, collaborative industry for the health not only of their bottom line, but for the sake of on-line security.

Related Blog:

4 INNOVATIVE APPROACHES TO ATTRACT & RETAIN WOMEN IN TECH

If you’re a hiring manager with a fully staffed team, you might assume there’s no need to keep seeing candidates. After all, you’re busy and need to keep your focus on rewarding your top performers, continually training the guys in the middle and pushing the team members who are lagging behind. Why waste time interviewing candidates for a position that doesn’t exist?

here are 3 important reasons why you should always be recruiting

1. Gather Intel

Regardless of what business you’re in, you need to constantly be gleaning intelligence about your brand’s position in the marketplace. By always being willing to interview candidates with in-demand skills you are creating an awareness of your brand and stoking interest for openings down the road.

It's also an invaluable way to get all kinds of information about your place in the marketplace.

• How are you perceived by your user base?
• How does your brand stand up in the marketplace?
• What’s your reputation out in the job market?

Additionally, it allows you to stay current on your competition. If you want to learn how other companies in your sector operate, you have to keep speaking to people on the inside. And who better to learn from than someone who is looking to move on.  

• Where does your company stand against your competition in terms of pay structure, quotas, the tools they use?
• How is the morale of your competitors?
• Are they hiring?
• Are they losing people?
• Do they have a high level of management churn?

Building a fluid picture of your place in the industry is key to staying competitive.

2. Feed Your Pipeline

Even if you have your dream team in place and can’t foresee it changing anytime soon, you have to remember that life happens. People leave, they get promoted or maybe they’re unexpectedly moved to fill a hole in another group. And let’s be honest, not every hire delivers on their potential.

If you don’t have a pipeline of top quality candidates to draw from, then you’re stuck either with a mediocre performer or worse, with an empty desk. And if you’re in sales, you know that a vacancy is costing you not only productivity but is draining your own quota. This is a high price to pay for not planning ahead.

3. Pop Your Filter Bubble To Stay Competitive.

When you look out over the same vista day after day, it’s easy to lose perspective. Just as you might talk to your mentors, attend conferences and keep up with your peers in order to gain new insights into your sector, interviewing candidates allows you to see what’s possible.

It’s easy to get caught up in the mindset that the team you have is the team you’ll always have. But if you are meeting candidates on an ongoing basis, you’ll see that you have options. You don’t have to tough it out with the salesperson who’s struggling to keep up, nor do you have to put up with the cancer in the locker room.

What it really comes down to is the difference between simply filling vacancies as they occur, and engaging in workforce planning. The first model leaves your team exposed and under pressure to cover the workload left behind by a vacancy. But if you always take the time to meet qualified candidates you'll be far more nimble and ready to act when you find yourself with an empty desk.

Job descriptions tend to fall into one of a few categories. There’s the standard which can be a very dry, rote recital of responsibilities and data points. There’s the candy-gram style which was very popular with tech start-ups. Big bright, bold and poppy, filled with the countless perks you might find at the company, these job specs were long on style but short on substance. And then there’s the third, most common type that we see, which we’ll call the Purple Unicorn: hiring managers who have drilled down so specifically that they run the very real risk of missing out on some quality candidates.

We think the gold standard lies somewhere in the middle.

So, what should the ideal job description look like?

Inform

First and foremost your job descriptions need to effectively communicate with candidates the parameters of the open position you’re trying to fill.

And hopefully, they are written with a lot more energy, personality, and life than the sentence I just wrote above.

You need to strike a balance between listing the essential skills and qualities you’re looking for with language that is representative of your company culture. And know that in order to reach the right people, you have to research keywords, convey what the future looks like for your organization, and leave the jargon out.

Inspire

Top candidates have options, lots of them, but what most of them are looking for is, a position where they feel challenged, valued and that taps into their creativity. They also want to work somewhere that shares the same values they do. If you have a big green initiative, that needs to be part and parcel of your job descriptions. If your company does a good deal of charity or volunteer work, that needs to be made evident from the get-go. Be certain to inject enough personality into the description so that candidates can clearly see what makes you unique.

Remember: the goal of any candidate search is to find people who will stick with you for many years to come - let them know who you are, what you can offer, and what you stand for from the very first interaction. (For more tips on recruiting top talent, read here)

Focus on Success

First, include the nitty-gritty

• Title/Position
• Department
• The reporting structure (both up and down)
• Essential Duties
• Salary range
• Essential skills and work experience
• Degree and certification requirements
• Qualities and attributes required to fulfill the position

Second, infuse the description with meaningful details

• If it’s a complex function, break it down into component parts
• Paint a picture of what day-to-day looks like
• Talk projects and problems
• Use original headlines. Ex: If You Are: instead of, Duties & Responsibilities:
• Describe what success looks like.
• And, how will they be measured?
• Think about not only what’s required now, but what are the possibilities down the road.

The description needs to emphasize how your organization can benefit employees’ lives, in both the immediate and long term. Studies have shown that ads that emphasize what a business provides to meet candidates’ needs get 3x more submissions. Those are the kind of numbers you want to attract.

Rely on Your Network

In addition to releasing a job description through your usual channels: HR, your contracted Recruiters, Job Boards, remember to encourage your staff to share it through their professional social networks. Provide social networking links on the description and make it easy for the job to be shared around. And remember, your reputation is your best recruiting tool. Happy and engaged employees are your best brand ambassadors.

The Endgame

A well-written job description is a tool that enables your HR department and/or trusted recruiter to go out and find you the best, most qualified candidates. It needs to tell the story of what it’s like to work at your organization and what long term success means. And finally, it has to leave enough room for your recruiter to bring you candidates that otherwise might not have gotten your attention. You’re looking to attract not only the active candidates but also the passive ones as well.

Job descriptions are an advertisement, remember not to sell them short.

In sales, like in most sectors, the prevailing wisdom is that experience, appropriate training and credentials are the three most important things to look for in a new hire. (for more on best practices for a new hire, read here) But just because wisdom has prevailed, does that make it right?

Let’s dive deeper and discuss if prior sales experience is really the most important thing to look for when recruiting sales Reps.

What Does Prior Experience Look Like?

When tasked with filling an open desk on their team, many hiring managers do what they were trained to do: they open up the playbook and run down a list of qualifications

• Knowledge of, and experience in, selling in the sector
• Robust customer base
• Sales methodology
• Sales assessments
• Psychometric analysis

While all of these are important metrics to consider, they simply don’t represent the whole picture. Regardless of prior training or experience, all great salespeople embody the following traits:

Good Listener

First and foremost, salespeople are educators. Their primary goal is to find out their customer’s pain points than to instill faith and confidence that they can help find a solution. And the only way to achieve these goals is to be a good listener, to have the patience and agility of mind to listen for real needs.

You’ll find those good listeners are hard to come by and that not all sales reps have the ability to drill down and help prospects articulate their true pain points. Part therapist and part guide, people with this kind of talent are primed for a successful career in sales.

Flexible

Speaking of agility, sales requires the ability to shift gears mid-stream. If a pitch isn’t going in the anticipated direction after 2 minutes or so, the successful salesperson knows they have to try another way around. Not everyone has the ability to think fast or know how to read a situation well enough to know what is called for. This is a particular kind of talent, and if you can find it in a candidate with little or no prior experience, you’d be smart to grab them and train them up.

Conscientious

If sales require one thing, it’s diligence. Successful sales reps are people who know that taking pride in their work, as well as finding a way to stay organized and efficient paves the path to success. It’s a hard knock life, but they know that rewards are waiting on the other end.

Again, this isn’t a character trait you can teach -- some people have it, and some don’t. All the training in a specific sales methodology can’t replace passion and drive.

Initiator

Someone who is self-motivated and able to take matters into their own hands is a natural born salesperson. If there’s a job to be done, they are going to find the way to do it. If there is a problem they will keep digging until they find a solution. And when they encounter road-blocks, they are able to give themselves the much-needed pat on the back to keep moving forward.

Imagine if your entire sales team was this motivated? Well, they can be, especially if you are willing to look past prior experience when interviewing.

Persistent

Resilience is born of experience. You want candidates who have encountered disappointments, but who have been able to move forward and find a new way through. And once again, those experiences don’t necessarily have to have been in your sector, or even in sales. What matters here is the innate ability to recover from disappointment, and negotiate obstacles. You might call it a thick skin, but what it really is a strong belief that there is always another way to solve a problem.

Coachable

Sales require agility of thinking, and the ability to pivot when a pitch isn’t working. A sales rep who is too invested in “how it should be done” or is married to a particular sales methodology is someone who's had the ability to think on their feet trained out of them. You want sales reps on your team who are open to new ways of doing things, and who are able to implement creative solutions. Just as nothing in sales is ever done until it’s done, your team’s mindsets must remain flexible and open.

Thinking beyond past experience and metrics can lead you to some of the best prospects for your sales team -- keep your eyes and mind open to look for those candidates who, while they may not have the experience you’re looking for, have the heart and soul of a salesperson.

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