9 tips for employers hiring candidates early in their careers for security jobs

Hiring early-career security professionals isn’t just about technical know-how—it’s about finding candidates who are analytical, detail-oriented, and capable of thinking several steps ahead. Employers should look for individuals who have built a solid foundation through coursework, certifications, internships, or hands-on projects in cybersecurity, physical security, or risk management.

A degree can be useful, but passion, problem-solving skills, and a willingness to stay ahead of emerging threats are often better indicators of success. Provide structured training, mentorship from experienced professionals, and opportunities to work on real security challenges. Creating a culture that values continuous learning and proactive thinking will help these early-career hires grow into trusted defenders of an organization’s people, assets, and data.

We recently reached out to nine hiring experts to get their suggestions on how employers can refine and enhance their recruitment processes to better hire the early career candidates they need to fill their security roles.

• Implement an Informal Assessment Center
• Emphasize a Strong Mentorship Program
• Build Real-Life Security Scenarios
• Hire Based on Skills, Not Background
• Simplify Job Descriptions
• Incorporate Mentorship in Recruitment
• Outsource Through Managed IT Services
• Evaluate Cultural Alignment
• Streamline Job Descriptions

Implement an Informal Assessment Center

One suggestion for employers looking to improve their hiring process for early career security roles is to implement an informal and engaging “assessment center.” Cybersecurity, especially at the junior level, requires a unique blend of both technical and interpersonal skills. Although a foundational level of technical knowledge is required, candidates must also be able to communicate effectively with clients in often high-stress scenarios.

We found that traditional interview methods can often create a mismatch between candidates excelling in interviews by articulating technical concepts well but struggling with hands-on tasks when hired. To solve this, we created an assessment center that combined technical tasks with tests of interpersonal skills in a natural, seamless way. Unlike typical technical exams and overly rigid interviews, this approach was deliberately informal, interactive, and fun. The exercises were designed to challenge candidates in a way that replicates real-world scenarios whilst encouraging collaboration and creativity. 

For example, we included a mix of data analysis tasks, and individual and group exercises, followed by a final mock client presentation integrated within a final interview. By creating an enjoyable and relaxed environment, candidates felt more comfortable showcasing their relevant skills and ability to work with others, providing a clearer picture of their true capabilities.

This method not only improved our hiring accuracy but also set a positive tone for candidates, demonstrating our commitment to a people-first approach in cybersecurity.

Elsie Day, Cyber Security Analyst, CyPro

Emphasize a Strong Mentorship Program

When hiring for early-career security roles, I recommend emphasizing a strong mentorship program. We’ve successfully paired our new hires with experienced mentors who guide them in real-world scenarios. This hands-on approach accelerates their learning curve and integrates them into our cybersecurity culture faster.

Another valuable strategy is to prioritize diverse backgrounds in your hiring process. We found that employees from various fields and experiences bring fresh perspectives and innovative solutions to security challenges. For instance, hiring someone with a psychology background helped us better understand social engineering tactics, enhancing our defenses against cyber threats.

Finally, make use of scenario-based interviews. We present candidates with realistic security challenges specific to our business operations. This not only assesses their problem-solving skills but also their ability to think critically and adapt in rapidly changing situations, ensuring they’re equipped to handle real cybersecurity threats effectively.

Steve Payerle, President, Next Level Technologies

Build Real-Life Security Scenarios

In the pursuit of filling early-career security positions, one improvement to the hiring process would be to build scenarios that test the candidate’s problem-solving skills for real-life security problems. It is important to note that many entry-level job seekers may not have an extensive resume but do possess strong foundational knowledge and skills to perform under high-stakes situations.

As an example, conduct hands-on skill assessments where candidates have to either perform vulnerability assessments on simulated systems or respond to the simulation of a phishing attack. Such assessments are not only geared towards establishing technical skills but also reveal how these candidates handle threat identification and apply security measures.

At the same time, you should consider expanding your candidate pool by accepting certificates like CompTIA Security+ or practical experience gained through capture-the-flag (CTF) competitions which could signify important knowledge irrespective of work experience.

By doing this, you are able to tap into potential talent while also enabling a more open approach to employing passionate and skilled security personnel who can evolve within the company.

Cache Merrill, Founder, Zibtek

Hire Based on Skills, Not Background

Hire based on skills, and not on background, experience, or education. It is much easier to teach a new employee the specific cybersecurity skills that an organization needs from the ground up, rather than having to break old habits that are no longer useful in a new one. Create a basic test of the cybersecurity skills needed, and base hiring on that performance, along with how well the candidate fits into the team. Consider assisting existing IT employees who would like to move into cybersecurity.

Bill Mann, Privacy Expert at Cyber Insider, Cyber Insider

Simplify Job Descriptions

Keep it simple and realistic. Don’t scare off great candidates with a long list of unnecessary requirements. Instead, look for transferable skills like problem-solving, basic networking knowledge, and a willingness to learn.

Offering internships or mentorships can help people without direct experience get their foot in the door. Pay attention to those who show initiative, like setting up home labs, earning beginner certifications, or picking up programming. These are signs they’re ready to grow.

Networking is another great way to find talent. Connect with schools, bootcamps, and online communities to meet passionate people. Also, make sure your hiring process is inclusive, so you don’t miss out on diverse perspectives. Once you hire, focus on creating a welcoming environment that helps new team members learn and succeed.

Jessica Shee, Tech Editor & Marketing Manager, M3datarecovery.com

Incorporate Mentorship in Recruitment

To improve the hiring process for entry-level security roles, I recommend incorporating a mentorship program as part of the recruitment process. Pairing candidates with experienced employees for a short-term mentorship or job-shadowing opportunity allows both the candidate and your team to evaluate if there’s a good fit. This gives insight into how the candidate handles real-world situations, while also providing them with a preview of the company’s culture and expectations. It also helps assess their ability to absorb new information and adapt.

Another idea is to evaluate candidates’ passion for cybersecurity through side projects or involvement in open-source security communities. Encourage candidates to share personal projects or contributions to the security field, as this can reveal their initiative and dedication to growing in the profession. Side projects are a great way to assess their technical ability, creative thinking, and willingness to go beyond the basics. This approach helps you identify candidates who are not only capable but motivated to learn and improve. Offering the opportunity to share such projects during the interview allows candidates to demonstrate their skills and enthusiasm for the role.

Oliver Aleksejuk, Managing Director, Techcare

Outsource Through Managed IT Services

One suggestion I would give employers is to streamline job descriptions so that they focus on essential skills rather than exhaustive qualifications. Many early-career candidates feel intimidated by overly complex job listings that list numerous certifications or years of experience, which can discourage them from applying.

Instead, employers should emphasize core competencies, like problem-solving abilities, knowledge of security fundamentals, and a willingness to learn. By simplifying requirements, you can attract a broader pool of qualified candidates who may not have extensive experience but possess the potential to grow within the role.

Additionally, employers should highlight practical responsibilities and real-world applications within the job description. This gives candidates a clearer understanding of the role’s expectations and aligns your hiring process with their career goals.

A simplified, realistic job listing improves application rates and ensures that you’re identifying candidates ready to develop their skills and grow with your organization.

Peter Bryla, Senior Community Manager, Resume-Now

Evaluate Cultural Alignment

With over 20 years of experience providing IT consulting and leadership to businesses and organizations, including schools, park districts, and local government organizations, my suggestion for improving the hiring process for early-career cybersecurity roles is to consider outsourcing through managed IT services. Recruiting for specialized positions like cybersecurity often demands significant resources and expertise, which can strain internal teams. Partnering with a managed IT services provider ensures access to highly skilled professionals and advanced security solutions without the delays of recruitment and training. 

Outsourcing your IT and cybersecurity functions allows your organization to maintain a strong security posture while you refine your hiring process. Managed IT services provide 24/7 support, regulatory compliance, and proactive monitoring, giving your organization peace of mind and the flexibility to focus on strategic goals. This approach is particularly effective for organizations with budget constraints, such as schools or park districts, where the demand for secure, reliable IT services is critical. 

By leveraging managed IT services, you can bridge the gap between current needs and long-term staffing strategies. An experienced IT consulting partner can deliver immediate results while reducing the pressure to hire quickly, ensuring you can build a team that aligns with your organization’s goals. This not only strengthens your cybersecurity strategy but also positions your organization for sustainable growth.

John Marta, Business Manager, Go Technology Group

Streamline Job Descriptions

Beyond technical skills, evaluate how well candidates align with the company’s security culture. Even early-career candidates may lack years of experience, but their ability to adapt, learn, and contribute to a security-focused environment can be a game-changer. 

Assessing how candidates fit with the values of continuous improvement and proactive problem-solving will help identify those who can grow into strong team members. Focusing on cultural alignment ensures a lasting impact on the overall strength and resilience of the security team.

Stanislav Khilobochenko, VP of Customer Services, Clario