"Security management positions are filled much less often in corporations compared to roles related to general business functions. Excluding guarding operations, security professionals are generally far outnumbered by members of other departments within companies. Consequently, in-house talent acquisition teams may find it challenging to identify strong candidates due to their infrequent recruitment for security roles. Hiring managers who effectively convey their requirements to recruiters, whether internal or external, often experience more successful hiring outcomes."
"Support them by supplying questions that help them effectively decide if a candidate is well-suited for your open position. Here are some examples of questions your HR team can ask potential candidates, along with the insights you aim to gather from the applicant's responses. Candidates, take note - these are interview questions you are likely to encounter from recruiters. How did you become interested in security as a profession? Gather information about the individual's prior experience in security through their education,"
Security management roles are much less common in corporations than general business functions; excluding guarding operations, security professionals are significantly outnumbered by other departments. In-house talent acquisition teams frequently struggle to identify strong candidates because security positions are recruited infrequently. Hiring managers who clearly communicate requirements to internal or external recruiters tend to achieve better hiring outcomes. Close collaboration with recruitment teams and precise definitions of desired candidate qualities streamline and accelerate the hiring process. Internal HR or talent acquisition teams usually handle initial screenings; hiring managers should supply targeted interview questions to help assess candidate experience, strategy, and problem-solving.
Read at Securitymagazine
Unable to calculate read time
Collection
[
|
...
]