Evolving the Art of Recruiting and Hiring in Information Security Recruiting and Hiring Practices Hiring Challenges Strategic Approaches Session Outcome Lanita Collette CISO University of Arizona ID: 795589
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Slide1
Evolving the Art of Recruiting and Hiring in Information Security
Slide2Evolving the Art of Recruiting and Hiring in Information Security
Slide3Recruiting and Hiring Practices
Hiring Challenges
Strategic Approaches
Session Outcome
Slide4Lanita Collette
CISO
University of Arizona
Slide5Christian Hamer
CISO
Harvard University
What we have done
Attracted more quality candidates to open positions
Increased gender diversity on the team
Reduced time to hire from 434 to 72 days
How we’ve done it
Improved interview and assessment process
Removed unnecessary requirements from job descriptions
De-biased job descriptions
Built and leveraged networks
Slide6WORDS MATTER:
MINIMIZE GENDER BIAS AND NUMBER OF REQUIREMENTS
Gender Decoder for Job Ads:
http://gender-decoder.katmatfield.com/
Does the challenge of building new security features for a massive cloud platform get your mind racing? Do you think like a hacker when evaluating software architecture and the resilience of cloud services?
Responsibilities:
11
bullet points
Desired Skills:
16
bullet points
We are looking for an innovative, positive, self-directed team player who is passionate about securing data and “figuring out” solutions to problems for improved deliverables.
You’ll Accomplish:
9
bullet points
Right Fit:
8
bullet points
Slide7What’s in a Computer Science degree?
Requirements:
Multivariable Calculus
Linear Algebra
Basic Software (2)
Theory (2)
Electives (4)
Math
Statistics
Engineering
Economics
NetworksProgrammingSystemsGraphics, UIArtificial Intelligence
Slide8What is
NOT
in a CS degree?
Slide9Brad Judy
ISO
University of Colorado System
Keeping the door open wide
Low minimums
Part-time option
“Unchecking” the physical abilities boxes
No HR pre-screening
Reducing bias
Blind first round review (pilot)
No video in second round (e.g.
HireVue)Lots of team feedback – discussing different views
Slide10The Helen Patton
CISO
Ohio State University
What we have done
Increased Team Size from 43 to 67 since 2015
Improved diversity amongst team (31% Female, 11% Non-Caucasian)
How we’ve done it
Intentionally reached out to diverse groups when hiring
Inherent Bias Training for all staff
Advocate and Ally training for male staff (NSF grant)
Attention to detail
Slide11Stefan Wahe
Deputy CISO
University of Wisconsin - Madison
What we have done
Increased Team Size from 30 to 41 since October 2018
Five of the hires are from under-represented groups
Filling an additional five open positions
How we’ve done it
Strong relationship with human resources
Developed staffing plan and updating it
Craft PDs to attack larger pools
Leadership support and expectations
Slide12NIST National Initiative for Cybersecurity Education (NICE) Cybersecurity Workforce Framework
https://nvlpubs.nist.gov/nistpubs/specialpublications/nist.sp.800-181
.pdf
Resources
Slide13Session Evaluations
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