The security profession is experiencing an evolution in response to rapidly changing threat landscapes. As a result, security managers oversee teams with increasingly diverse responsibilities. Organization charts are being redrawn to accommodate the evolution, and many of today’s job descriptions are very different from those from the past. How does a hiring manager evaluate potential candidates in this fast-moving environment?

A well-written, solid description that accurately reflects the requirements of the job is key. Equally important is the assessment of what skills and competencies will elevate one candidate over another. Security practitioners today must possess transitional qualities in addition to functional skillsets to be successful in the current dynamic workplace.

Hiring managers can consider the following when evaluating resumes of potential candidates:

  • A resume is someone’s marketing document. A good resume has the appearance of time having been spent to craft it. It should be visually pleasing, easy to read and impactful. Original hardcopies should be on quality paper. Electronic ones should be formatted appropriately. This is the first view you have of the candidate’s presentation skills. Are they compelling?
  • “Succinct” should be the word you have in mind as you read the resume. The candidate should not make the mistake of faithfully listing every responsibility they have ever had in an effort to be precise, nor should it be a recitation of every job description they have had. Highlights of their significant career accomplishments make for compelling reading. Does the candidate have the communications skills to convey why they stand out from others?
  • Is the resume tailored to the position they have applied for? A generalized document that can be sent regardless of what the job requirements are speaks to someone who may not possess the analytical skills you need. The important aspects of your position should have been identified and addressed to demonstrate how the candidate’s experience meets your needs.
  • Do you clearly understand the candidate’s employment dates from their resume? Each position they have held should be listed with a minimum of month and year. You should be able to easily determine if they have the years of experience you require. If your talent acquisition department is struggling to reconcile the resume dates with those reflected on a professional social media site such as LinkedIn, the resume may not accurately reflect the candidate.

Candidates who invest time and effort in their resume are often some of the strongest for roles. They recognize the importance the document will play in securing them a position that advances their security career. Resumes that make a good first impression are generally the ones worthy of your time and attention as you work to staff your organization.