When it comes to hiring for cybersecurity roles, one of the most common mistakes organizations make is simply rehashing old job descriptions. A vacancy opens, and the knee-jerk reaction is to pull out the last job description for the role, tweak a few words, and send it off to recruiters or post it online. But in today’s fast-evolving cyber landscape, this approach can severely limit your ability to attract the right talent.
Cyber roles are not static—they shift with new technologies, evolving threats, and changes in organizational priorities. A job description written just a few years ago may no longer reflect the realities of what’s needed to succeed in that role today. So, before hitting ‘send,’ it’s worth taking a step back and rethinking how you approach job descriptions, focusing on the competencies and skills required for the position you’re hiring for.
Understanding Competencies vs. Job Descriptions
Job descriptions typically list tasks and responsibilities—what the person in that role will do. While this information is helpful, it doesn’t always align with the skills and behaviors that enable someone to excel in the role. Competencies, on the other hand, go beyond the “what” and delve into the “how”—how the individual applies their skills in real-world situations, how they solve problems, and how they approach challenges in cybersecurity.
For example, let’s say you’re hiring a Security Analyst. A traditional job description might include a list of tools they need to know, like SIEM platforms or IDS systems. While that’s important, focusing too narrowly on specific tools can prevent you from finding candidates with broader, adaptable problem-solving skills. Instead, you might emphasize competencies such as analytical thinking, adaptability, and proactive threat detection.
Why Focusing on Competencies Matters
- Adaptability to Evolving Threats: Cyber threats change rapidly, and the ability to adapt to new tools and methods is more valuable than rigid expertise in a single technology. Competency-based hiring allows you to identify candidates who can evolve with your organization and its challenges.
- Alignment with Long-Term Goals: When you hire based on competencies, you’re not just filling an immediate need—you’re investing in talent that can grow with your team. People who have the right skills to handle today’s challenges, as well as the competencies to adapt to future demands, provide more long-term value.
- Broadening Your Talent Pool: By focusing on competencies, you open the door to candidates who may not have used your specific tools but possess transferable skills that can be applied to your environment. You might find a great candidate who hasn’t worked with your preferred SIEM but has demonstrated the ability to quickly master other complex systems.
How to Reframe Your Hiring Approach
- Start with the End in Mind: Before drafting the job description, consider what success looks like in this role. What outcomes will this person be responsible for delivering, and what competencies will help them achieve those outcomes?
- Identify Core Competencies: What are the must-have skills and behaviors for this role? Look beyond technical skills and think about qualities like critical thinking, communication, collaboration, and adaptability—traits that are crucial for cybersecurity professionals.
- Balance Hard and Soft Skills: Technical expertise is important, but so are soft skills. Cybersecurity professionals need to communicate effectively across departments, work under pressure, and make quick decisions in the face of emerging threats. Don’t forget to highlight these soft skills in your job description.
- Review and Update Regularly: Job roles, especially in cybersecurity, can evolve faster than you realize. Make it a point to review and update your job descriptions regularly to ensure they align with your organization’s current and future needs.
Closing Thoughts
The next time you’re about to post a job opening for a cyber role, pause and ask yourself: Does this job description really reflect what the role needs today? Could it be more focused on the competencies and skills that will drive success, rather than just listing tasks and tools?
At SkillRex, we help organizations optimize their cyber workforce strategies by going beyond traditional hiring practices. Our expertise in job role analysis and competency-based hiring ensures you’re not just filling a seat, but bringing in the talent that will make a real impact. Partner with us to unlock the full potential of your cyber workforce.