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. Working closely with the recruitment team enhances results, so the more precisely you define the qualities you want in a candidate, the smoother and more efficient the hiring process will be.

Internal human resources or talent acquisition teams often conduct the company part of initially screening candidates. 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, past public or private sector employment.
• Describe your experience in the development and implementation of security polices and procedures. Look for a strategic thinker who can obtain buy-in and successfully initiate innovative programs.
• How would you assess security risks and vulnerabilities in a new organization? Does the person have an analytical approach to risk assessment, and can they develop strategies to reduce threats in new environments?
• Describe an instance where you had to mitigate a significant security incident. Is this person a problem-solver who can lead under pressure in a crisis?
• What is your approach to balancing the need for security and/or compliance requirements with business continuity and operational consistency? Do they understand how to integrate security and align it with the enterprise?
• How do you manage and motivate when leading a team? Is this person a leader with executive presence who can communicate effectively with a diverse audience?
• How do you approach collaboration with internal or external stakeholders to achieve a common goal? What is this individual’s approach to relationship building and can they support a group mission while staying focused on an objective?

The goal of well-prepared screening questions is to have a pool of candidates who are next-level-interview ready before the hiring manager talks to them. Identifying and sharing key questions with team members who screen candidates is key to the successful hire of your next security leader.