How SMBs Can Compete When Hiring Network Security Experts

Small and medium-sized businesses (SMBs) face significant challenges in attracting top network security experts in a competitive job market. Larger corporations often dominate the field with more resources and established reputations. However, SMBs can still compete by taking strategic approaches such as enhancing their employer brand, utilizing technology, expanding their candidate search, and building partnerships with renowned industry institutions. 

In this blog, we’ll explore the strategic measures SMBs can take to successfully hire network security experts despite the competition from larger corporations.

This blog includes the following:

• Build your employer brand and EVP
• Embrace tech as part of your network recruitment strategy
• Diversify your search for network security specialists
• Collaborate with Educational Institutions

Build your employer brand and EVP

Your employer brand encompasses how your company is seen in the job market, while your employee value proposition (EVP) highlights your company's unique benefits. These help outline to active and passive candidates what sets your business apart from industry juggernauts and more established brands within your area of expertise. So, to compete with larger organizations for network security experts, building a strong employer brand and EVP is essential. 

As reported by Monster, research by Gartner in 2023 revealed that effective EVPs can enhance candidate attraction by 20%. The same study also highlighted that EVPs can increase the commitment of new hires by 29% and reduce annual employee turnover by 69%. 

In their Employer Brand Statistics, LinkedIn also reported that 72% of global recruitment leaders agreed that employer brand is significantly beneficial to the hiring process, with 39% of respondents saying employer brand will be a trend to focus on in the future. Of the respondents, 55% said they were proactively implementing an employer brand strategy, while 59% said they planned to invest more in an employer brand.

For SMBs, these statistics highlight the value of showing potential candidates and the broader network community what makes your brand stand out. You can showcase your employer brand and EVP through your network security job posts, socials, website, and other marketing outputs and channels. Here, you can highlight the core aspects of your brand that set you apart and make you an attractive employer. 

Of course, you can mention the company benefits you offer your employees, including the flexibility to work remotely and 401(k). However, whilst worth highlighting, the modern candidate may already expect to see these offerings. Other brands will offer similar benefits, so don’t solely rely on these to sell your company to your target candidate markets. 

Think about showcasing what makes your brand stand out. Highlight your company's mission, vision, and values with examples of how you demonstrate this. If you're genuinely motivated by diversity, inclusivity, and ethical business practices, show this off within your branding with proof of your commitment. This proof of your values, be it through internal mentorship programs, statistics of your teams' diversity, or your brand's charitable work, could be the same values shared by potential candidates.

If your brand does so, provide evidence of how you support internal training and development across network security. You could demonstrate this through employee testimonials and case studies. Real-life examples will appeal to candidates looking for career advancement within network security. 

For network security experts specifically, outline the types of projects your brand works on and emphasize that you're a smaller, upcoming business. Many candidates consider working on unique projects and helping smaller brands grow as an appealing and motivationally challenging prospect.

Focusing on these aspects to build your employer brand and EVP will make your brand more competitive. Doing so will increase your opportunities to hire the experts needed to enhance your network security team. 

Embrace tech as part of your network recruitment strategy

Integrating technology into your network recruitment process can be a game-changer for SMBs looking to compete for talent with larger corporations. Harnessing tech tools can help you source, screen, and track candidates, making the hiring process more streamlined. 

Applicant tracking systems (ATS) are one of the most valuable tools. They can provide support with candidate screening and tracking, automating the task of reviewing resumes for network security jobs while ensuring no potential hires are missed. 

Other AI-powered talent acquisition tools can harness your specific recruitment needs to improve decision-making, mitigate unconscious bias, and help identify quality candidates. These data-driven tools can help SMBs make more intelligent and accurate hiring decisions, allowing you to source the network security experts you need in a competitive environment. 

Don’t underestimate the value tech can bring to the interview process. Various platforms can be used to conduct virtual candidate interviews and skills assessments as an alternative to face-to-face meetings. They can speed up the process of screening candidates, allowing SMBs to get ahead of the competition.

Remember, while considering your opportunity, candidates will be looking at other network security jobs - potentially with your competitors. If you can embrace technology to speed up the hiring process and get offers out to candidates quicker than other, larger companies, you could gain an advantage in the competition for network security experts.

Of course, when embracing technology as part of your hiring strategy, it’s best practice to seek the support of a network recruitment partner. They can help you effectively utilize the tech and manage the talent acquisition process while you focus on developing other aspects of your business. 

Diversify your search for network security specialists

Another way your SMB can compete with larger corporations for network security experts is to diversify your search and broaden your talent pools. Of course, candidates with network security degrees, certifications, and experience in the field are appealing. However, due to the shortage of specialists and competitiveness within the space, it’s worth considering other criteria for your future hires. 

Many professionals with tech backgrounds have the transferable skills suited to your vacant network security jobs. You could consider the applications of talent with experience in IT, cloud computing, and cybersecurity, as they could have the credentials to transition into a security-focused role. 

Non-technical candidates willing to learn and have a genuine passion for cyber and network security can be perfect candidates. If they haven’t worked in network security but have analytical and critical thinking skills, can communicate effectively, and stay organized, they could be nurtured into successful network security specialists. 

Additionally, you could broaden your search by seeking candidates with leadership backgrounds and experience in project management and customer service. Again, as long as they have a passion and willingness to learn, these people can excel in network security jobs, even if their technical expertise is still developing.

With the support of network recruitment experts, you should also target candidates from underrepresented groups, people with disabilities, and those with unconventional educational backgrounds. These generally untapped talent pools can be valuable assets and have the skills and attitudes needed to enhance your network security team. 

While all these diverse candidates would need training and upskilling, which can be easily implemented internally or externally, they can be viable hires. With the potential to be excellent additions to your network security team, tapping into these candidates would increase the scope of your search without compromising on quality. 

By diversifying their network recruitment efforts and being open to candidates from nontraditional backgrounds, SMBs can create more innovative security teams while helping to close internal talent gaps. This inclusive approach ensures you’re not just filling vacancies but building a diverse team that can approach problems from different angles. Not only will you be able to broaden your talent pool, but you will also become an inclusive employer that any candidate would want to be a part of.

Collaborate with Educational Institutions

By collaborating with educational institutions, SMBs can also compete with larger corporations for network security experts. Due to the increased demand for industry specialists and traditional educational systems lagging behind industry needs, establishing partnerships with institutions like colleges, vocational schools, and network security vendors can help you tap into an emerging talent pipeline. A pipeline other companies may have yet to tap into. 

Through these partnerships, you can offer internships, mentorships, and work placements. Doing so will provide the next generation of network security specialists with valuable hands-on experience while motivating them to work for your brand when they gain further qualifications and experience. It also allows your business to identify future talent earlier in their careers with the most potential to become valuable assets to your company. Ultimately, it's a mutually beneficial opportunity. 

Engaging with students and junior candidates before they graduate can position your business as a top employer to consider when they enter the job market. You can train your interns to meet your company's network security approach, increasing the likelihood of them transitioning into a full-time role with you once they graduate. 

If an intern performs exceptionally well, you could offer them a permanent position once they graduate. Doing so would guarantee your SMB a future hire that no competitor can access.

Collaborating with educational institutions and organizations within the network security space opens the doors for you to attend conferences and other networking events. Here, you can meet aspiring network security professionals eager for an opportunity you can provide them.

You could also develop partnerships with vendors like Cisco and Palo Alto. Doing so could allow you to offer candidates opportunities to enroll in network security certifications through these vendors. These valuable connections provide a platform for continuous education and certifications, which is key not only for attracting talent in a competitive market but also for retaining your existing workforce - especially those focused on career development and growth.

By collaborating with educational and industry bodies, you gain access to a wider talent pool while enhancing your brand's reputation as a forward-thinking employer invested in professional development. This approach will give your SMB a competitive edge over larger corporations when hiring the next generation of network security experts.

The Final Word on SMBs Competing for Network Security Experts

SMBs can effectively compete with larger corporations for network security experts by focusing on key strategies. These strategies include building a unique employer brand and EVP, integrating technology into their network recruitment process, diversifying their talent search, and collaborating with educational institutions. 

By showcasing your values, embracing tech to streamline hiring, broadening your candidate pool, and tapping into emerging talent through partnerships, your SMB can attract skilled network security experts. These approaches will enhance your recruitment efforts and position your SMB as a forward-thinking, competitive employer in a demanding job market.

Download our report for further insight on how your SMB can prepare for network security threats. You’ll discover expert insight into why you should prioritize your network recruitment strategy and guidance on benchmarking salaries to attract quality candidates.

The report provides detailed insight into the following:

• What are the costs of cyber attacks to US SMBs?
• Why are SMBs at a higher risk of network security threats?
• Network security attacks SMBs must know
• How SMBs can prevent network security attacks
• SMBs must prioritize their network recruitment strategy
• Benchmarking your network security salaries

Download your FREE copy of our report here: Safeguarding SMBs: An Insight into Network Security Threats.

Is Your SMB Recruiting for Network Security Experts?

If you’re an SMB looking to place quality candidates into your vacant network security jobs, we can help. Our specialist consultants understand the challenges of securing top professionals within the market and have the experience to overcome these pain points. They can connect you with the people you need to meet your hiring targets and grow your business. 

Partner with us today to find the network security experts you require.