Security Breaches – A Short List

Security Breaches

Here are a basic sampling of Security Breaches that have been gathered from across the Internet. Who’s really winning this cyber war?

Hackers bait Zeus botnet trap with dead celeb tales

UPDATE: Idaho Power says Mercer breach affected over 375,000

UK insurer hit with biggest ever data loss fine

Judge approves Countrywide Financial ID theft settlement

Laptop stolen from U Kentucky had info on newborns and mothers

UConn notifies 10,174 applicants of laptop theft

Bank of America settles Countrywide data theft suits

College students slowest to respond to ID theft

Look for a weekly list from this point forward.

Wils Bell
President
SecurityHeadHunter.com, Inc.
POB 620298 * Oviedo, FL 32762
Direct: 407-365-2404

Contact Information on Your Resume

I love getting resumes from Security Professionals, but…

I am very fortunate in that my security search firm receives many resumes  every week that are unsolicited.  Unfortunately, I /we can’t call everyone that sends a resume. There simply is not enough time.

We do however save 95% of all resumes sent  because the first place I go when I have a new search is our company database. The software we use is great since all we have to do is

save the resume file and the resume is parsed into the database right from the email.  All the information such as contact, skills, employers, etc. is pulled and entered to certain fields which I can then search upon.

Here is minor problem that we encounter many times a month.

Many people send resumes with incomplete contact information. Here are basic examples from last week:

John J. Smith
john.j.smith @currentemployer.com

OR

John Smith
555.555.5555

OR

John Smith
Atlanta, GA

Why is full contact important? It goes to what I mentioned earlier. We can’t call everyone that sends a resume today, but that doesn’t mean we’ll not try contacting you in a week, month, or year from now regarding a new opportunity that comes across our desks.  Knowing this fact means your resume can’t be entered until all the correct  contact data has been included. A new position/ search may happen at any time and full contact allows us to search by variables, including location. Many clients only want local based candidates or candidates within a certain mileage of their location. The more contact we have the better chance we can reach you quickly or at all.

Also, another good tip for you is don’t use your current employers email (yes some people do) because when you leave that employer your email becomes invalid. Simply keep a Gmail or Yahoo type for use with your resume and career development. I call people every day from 3-4 year old resumes.

Don’t get me wrong. We love getting all the resumes that are sent to us, but please include all your contact information, not just for today but for years from now.

John Smith
1000 Main Street
Orlando, FL 32805
407-555-1212
john.j.smith@gmail.com

Not to worry, we will reach out to you and ask for full contact, but it’s much quicker if you  included full contact on your resume to begin with.

Keep those resumes coming, but preferably with full contact information included.

As usual, thanks for visiting my blog.

Regards,

Wils Bell
President
SecurityHeadHunter.com, Inc.
POB 620298 * Oviedo, FL 32762
Direct: 407-365-2404

Phone Interviews are “Very Important”

Phone Interview are a Key Part of the Interviewing Process

As you can imagine, I speak with many security candidates every day in the process of doing my job for client companies.  Over the years, these 1,000’s of phone interviews have allowed me to become somewhat of an authority on phone interviewing and I wanted to share  some tips, observations and stories that may help you during this aspect of the  interviewing  process. These tips are for both talking with a recruiter or an employer. Hope they help.

1) Keep your scheduled appointment or contact ASAP

Yes, I know that we are all really busy, but if we have a scheduled time to speak please try to keep it. Many times this is the first impression I have of you. I understand that your schedule can change at the last second due to problems at work, but please try reaching me thru email, text, or phone just to give me a heads up. We can reschedule,  just let me know. Also, there’s no worse feeling than having you scheduled to speak to a client of mine at say 1 pm and I see the client’s # come up my caller ID at 1:05 only to hear them say you were not at your phone when they called.

2) Cell phone charged, conference room available, Etc.

Yes this happens more times that I like to admit. I’ll be talking on a scheduled call and the candidate says that their cell is going dead. Ouch.  I also have people chased out of conferences rooms since they failed to check the availability. Also, when talking on a cell if you go outside the building, please be aware that many times traffic and / or wind noise can be a real issue to the person on  the other end. Try sitting in your car. That generally works well as long as you have a good signal.

3) Never ever eat while interviewing!

Yes this does happen. I’ll be interviewing a potential candidate and they are eating.  Not only does this sound bad on the phone, it really give a bad impression to me or an interviewer.

4) Give the interviewer your full attention.

Many times I speak to candidates while they are home or in the car driving.  I understand that you may need to ask me to hold on while attending to children or other issues, but doing it several times is not good.

5) Interrupting the interviewer is never good.

Let’s face it, we all interrupt each other from time to time. It must be human nature, but constantly interrupting an interviewer is one of the worst things you can do. It happens to me on many occasions. I can barely get a sentence out before someone starts talking again. They don’t listen to my entire question before trying to answer and many times I have to ask the question again. This is incredibly annoying.

As I stated above, I have done 1000’s of telephone interviews over my career. Probably over 25,000, so I can speak on the subject with authority.

Remember, there are several candidates to interview for an open position. Several are interviewed by phone to determine who will get a second interview and / or in house interview. When you look at it this way, it’s obvious to see that a phone interview by me or an employer is a method of eliminating candidates for a particular job. That’s why so much is based on the conversation.

Whether the call is for 15 minutes or a full blown hour or two call, I learn a great deal about you and how you conduct yourself, how you share your skills, and how you will represent yourself to a client of mine if I get you an interview.

Wils Bell
Information Security Recruiter
SecurityHeadhunter.com, Inc.
POB 620298
Oviedo, FL 32762
Desk: 407-365-2404
LinkedIn Profile:
Twitter: security_REC

Top 10 Cyber Crime Jobs

The  Cyber Crime Organization

This morning while reading my daily dose of security breaches to post to my Twitter account I came across a great article from an FBI study that discusses the make up of a Cyber Crime organization. The Top 10 Positions, if you will.

It really made me think back to the days that hackers where young kids, bored, sitting at a computer seeing what mischief they could cause. Oh, how things have changed.

As I talk to clients daily and discuss the issues of Cyber security it makes me really wonder how many firms really think about hackers being in a “Cyber Crime Organization”. Clients have their internal IT and Security departments with a variety of talent who create applications and those that protect the applications, and data and networks and so forth. Well, so do Cyber Criminals.

As I tell my clients, Cyber Criminals are very smart and sophisticated. You need to be smarter and more sophisticated. These criminal enterprises are run like a business. They are staffed with top talent that are dedicated to the job, yes their criminal job! By having these enterprises setup and running, they can and do strike within hours of an opportunity making itself available.

Here is a look at how the” Top 10″ positions within a Cyber Criminal Organizations according to the FBI.

1. Coders/programmers, who write the exploits and malware used by the criminal enterprise.

2. Distributors, who trade and sell stolen data and act as vouchers for the goods provided by other specialists.

3. Tech experts, who maintain the criminal enterprise’s IT infrastructure, including servers, encryption technologies, databases, and the like.

4. Hackers, who search for and exploit applications, systems and network vulnerabilities.

5. Fraudsters, who create and deploy various social engineering schemes, such as phishing and spam.

6. Hosted systems providers, who offer safe hosting of illicit content servers and sites.

7. Cashiers, who control drop accounts and provide names and accounts to other criminals for a fee.

8. Money mules, who complete wire transfers between bank accounts. The money mules may use student and work visas to travel to the U.S. to open bank accounts.

9. Tellers, who are charged with transferring and laundering illicitly gained proceeds through digital currency services and different world currencies.

10. Organization Leaders, often “people persons” without technical skills. The leaders assemble the team and choose the targets.

As I said earlier, this is no longer a bored teenager looking for mischief.

Wils Bell

Information Security Recruiter
SecurityHeadhunter.com, Inc.
POB 620298
Oviedo, FL 32762
Desk: 407-365-2404

Most Organizations Now Suffer Cyber Attacks

Most Organizations Now Suffer Cyber Attacks


A recently released study by Symantec states that most organizations now suffer Cyber attacks!

The study revealed that 75 % of organizations experienced cyber attacks and 42 % of organizations rate security as their top issue.  They rate rate it higher than natural disasters, terrorism, and traditional crime combined.

Cyber attacks, which are often very effective,  cost enterprise businesses an average of $2 million per year, according to the report. The study was based on 2100 CIO’s, CISO’s and IT Managers in 27 counties and was done in January 2010.

The study also indicated that all organizations, small to large  are concerned. This is a change from the past.

I  hope this last statement is accurate since so many small to mid size firms I deal with many times don’t seem to realize they are at risk. They have the “It always seems to happen to the other guy mentality”.

Wils Bell
Information Security Recruiter
SecurityHeadhunter.com, Inc.
POB 620298
Oviedo, FL 32762
Desk: 407-365-2404
Cell: 407-718-7764
LinkedIn Profile:
Twitter: security_REC

Why I Earn My Placement Fee!

Employers – I Earn My Placement Fee

I am currently working on a search with a new client.  It’s a great company that is stable with lots of growth potential.

During my initial conversation with the manager, I explained that I am not an e-cruiter who uses job boards to troll for resumes that can then be quickly emailed to you for “your screening.  That’s simply the “Throw something against the wall AND hope it sticks” method use by most recruiters.

I explained that once I begin the search it will be several days before I present candidates since I want to identify, recruit and screen several candidates before selecting the top candidates for presentation and discussion. He likes this approach, he says. I let him know that my screening process takes at least 2-3 calls with candidates before submitting and that many of the candidates that I speak with will need to dust off their resume since they won’t have resumes all over the job boards. This also takes a few days.

So here’s were we are. I called and set up a time to speak with the manager about 3 candidates that should be phone interviewed. I have talked with SEVERAL candidates thus far and these three are the best matches. They have been interviewed and spoken with for at least an hour. I know their skills, their career goals, and their personal situations that can be factors in a job change and so forth. These candidates are no longer simply resumes, but an actual people with qualified skills.

In other words I know a great deal about these candidates.

I send the resumes to the client ahead of time so they can be reviewed prior to our phone conference.

Well…, when I call the manager the first thing he says is “I don’t have interest in candidates 1 and 3. I don’t see what I’m looking for on the resumes or in your brief notes.” Ok, but that’s why we are going to “discuss” the candidates, I say.

Long story made short. After discussing “ALL” three candidates the manger wants to talk by phone with all three. After interviewing all 3 over the phone he ranks them. The 2 resumes he wanted to pass on are his #1 and #2 choice to move forward.

Moral of the Story: Candidates can’t be screened by looking at a resume only.  A resume is a one dimensional piece of paper. Most people’s skills can’t be shared on a 2 page resume if they have 15 years experience or more. If you’re going to use me to recruit top security talent for your firm let me do a thorough upfront screening. That’s my job!! I’m here to save you time and take those recruiting frustrations away. That’s why you pay me a placement fee!  You shouldn’t pay a placement fee to someone for just emailing you resumes.  What are you paying for?

Stay tuned for more details.

Wils Bell
Information Security Recruiter
SecurityHeadhunter.com, Inc.
POB 620298
Oviedo, FL 32762
Desk: 407-365-2404
Email: Bell@SecurityHeadhunter.com

LinkedIn Profile: http://www.linkedin.com/in/wilsbell
Web: SecurityHeadhunter.com
Twitter: security_REC

“I’m a great believer in luck, and I find the harder I work, the more I have of it.” — Thomas Jefferson

Why I Don’t Share Client Name

Why I Don’t Share the Name of Client on First Recruiting Call

When I am recruiting for an open Security Job that is not a retained search, I usually do not share the name of my client with a cold called candidate for several reason,  until we have talked in detail.

First, I interview many candidates daily, and unfortunately I must tell several that they are not a match for “this job”.  Perhaps future jobs, but not this one. It does not mean that are not a good security candidate, just not a good match for this job. Sometimes, they on the other hand, feel that they are a great fit and want to proceed with the interview process. When I explain that the client wants and expects me  to pre-screen heavily so as only to present dead on matches, they get upset.  I have had these people try to go directly to the client themselves or call other recruiters and ask them to present them. If the company name has not been discussed, it protects me.

Also, I have had some very good intentioned people that knew my client name simply mention  to a friend or co-worker that I called and discussed a great opportunity with them at XYZ company and the friend or co-worker simply goes directly to the company without thinking about me. They did not mean to cut me out, they just did not realize they should call me to present them. After all, I am dealing directly with the hiring authority and can make things happen.

Please be aware that I do share the client name as soon as we (you and I) determine that it is a good match and worth proceeding forward with the process.

Since this is how I earn a living for me and my family please don’t be insulted by the process and my guarding my client name until we agree it’s a match.

 

Happy Holidays,

 

Wils Bell – Security Recruiter

Bell (at) SecurityHeadhunter.com

SecurityHeadhunter.com, Inc.

SecurityHeadHunter.com

 

Desk: 407-365-2404

Another Satisfied Client

I recently completed a search for a new client.

It was a situation I have come to see very often lately.

Here’s the scenario.

The client was a previous candidate of mine who had recently gotten a CIO job with a mid size company. Unfortunately, I  had not placed him in his job. He found it on his own, but he liked the efforts I had made on his behalf.

They had a Security Manager position that was about to become open due to someone relocating to follow a spouse. The current Security Manager had given 3 months notice of his relocation and two months had already past. They had tried advertising on 2 of the major job boards and received lots of resumes, but not a single one that was worth calling.

They had used a couple recruiters that were on the “Approved Vendor” list but simply got many of the same resumes they got from the job boards themselves.

When the CEO told my contact (CIO) to fill the position anyway he could, I got the call. I went in and meant with the CIO and current Security Manager to get a full job spec as I always do.

Since time was critical in locating local talent I also told them that I would only work the job as a exclusive search under exclusive search terms. They agreed!

Within 1 week  I  direct cold called recruited several candidates and was able to present 3 candidates that were all on target, followed up by 2  more a couple days later. The client listened to me and spoke to all 5 candidates by phone and decided to interview 3 in person. Of  those 3 he brought 2 back (the 3rd he felt was to heavy – not unqualified) for final interviews.

He decided one, with the second candidate being his backup. The offer was made and accepted by the candidate.

What makes this a nice placement is hearing the client say over and over during the process how please they were and that they should have called me first and not gone through the aggravation of the previous search efforts.

Once again, job boards and e-cruiting did not get results. There is a whole word of untapped candidates waiting to be found that most employers never know exists, because they are not answering ads and posting resumes online.

Direct Recruiting fills jobs with top talent.

Also, guess who’s the preferred vendor now.

Time Kills All Placements – It’s true!

Here I sit once again waiting on a client to go to the next step in the interviewing process. It has now taken 7 weeks to accomplish 3 phone screens with 3 managers of the company. My client “really” likes this candidate from the very first interview. (Their “50 +” preferred agencies couldn’t find a solid candidate for 3 months prior to my efforts)

Now, they want to fly the candidate in for a face to face interview sometime in June. The last phone interview was over 2 weeks ago, so we’re looking at least 30-40 days after the last phone interview takes place before the in-house interview.

That’s ridiculous!

Employers please realize that” a quicker decision” does not mean ” a bad hiring decisions made hastily”. It means good hiring decisions made quickly.

Taking 3 months from an initial phone screen to an in-house interview is not an efficient use of time or resources. What if the candidate does not workout or what if you as an employer make an offer and the offer is rejected. You’re now back to square one, starting the search all over.

I understand that employer’s are busy and making time to do a phone screen and on site interviews takes time and efforts. Employers need to realize when you are trying to fill a key position that time is the enemy and you need to be proactive.

My candidates are direct recruited and have been sold on interviewing with the company. It’s like dating. The interview process gives the candidate their first look at how the organization functions.  This is the time not only that the candidate is selling their skills and personality to the employer, but  the employer must be selling themselves to a candidate that already has a job and is entertaining the idea of making a move to a new company.

As an employer, as I have said in many other postings, you are not interviewing a resume; you are interviewing a real person with goals and emotions.  Keeping a candidate excited about your company and job over a 3 month or more hiring cycle is incredible hard.

Remember, you don’t have to cut out steps in your hiring process; you simply need to alleviate excessive time between interviews.

In the end some candidates will wait out the process, while others won’t.

I just love it when I get a client that has wasted time and the candidate bails out and the client says “Oh well, just go out and find us someone just like them again.

I wish my job was as easy as some client’s think it is.

Wils Bell, President

LinkedIn Profile: http://www.linkedin.com/in/wilsbell
SecurityHeadhunter.com, Inc.

Information Security Recruitment Since 1990
Phone: 407-365-2404
eFax: 407-956-4976

Email: Bell@SecurityHeadhunter.com

Blog: www.SecurityHeadhunter.wordpress.com **NEW**

The No Comment Resume Submission

As you can imagine I get many unsolicited resumes emailed to me each week. Don’t get me wrong, I like the fact that people find the SecurityHeadhunter.com website or this blog or my Linkedin Profile and take the time to forward their credentials.

Here’s what I don’t understand. On more occasions than I can count I don’t understand when these resumes come directly from a person (not automated system), BUT they don’t have anything written in the body of the email or if they do it is something like “My Resume” and that is it. No contact, no nothing!!

Of course I get the complete opposite also where someone provides their life history and more as a cover of the email. TMI!!

We have become an emailing and texting society, so I have gotten use to working this way.  As someone, like many others, who receives at least 100 emails on a slow day and 200 or more on a big day staying up with emails is always a challenge.

By receiving a resume with nothing in the body or “my resume” only, that is the first impression I have of you. Remember the old saying; “You Never Get A Second Chance To Make First Impression.”

By providing at least some brief bio of your skills and what you are trying to achieve will work wonders.  Are you contacting me directly because you saw a security job on my blog or web site? Are you a passive job seeker just wanting to make first contact, or did you just get laid off and need to talk now!

If you don’t share with me the basics of your resume submission, then generally it gets put aside until I can address it later over the next week or two.

As you can imagine, it is not possible to call each and every person the day a resume comes in, but I do try and at least schedule a brief introductory conversation shortly thereafter depending on why I was sent the resume.

Be kind to your Security Headhunter, provide me with some details.

Wils Bell – President

SecurityHeadhunter.com, Inc.
Security Recruitment Specialists
Phone: 407-365-2404
eFax: 407-956-4976
Email: Bell@SecurityHeadhunter.com

Web: SecurityHeadHunter.com

7 Jobs in 8 Years. – WOW!

Recently I’ve been cold call recruiting (no job boards) for a Forensics engineer. I’ve been targeting potential candidates with 10 years of experience or slightly more.

I have been really surprised at how many people I’ve spoken with that have way to many jobs in a short period of time.

Most are younger individuals looking to learn more and more within the security world, and they do so by jumping around.

I have seen many people with several jobs lastly less than a year. They indicated they moved for money, followed a friend, wanted more technology, did not like there boss, and so on. One person even had 7  full time jobs in a 8 year period and made each move themselves. That person’s career track is currently a “Train Wreck.

If you were an employer why would you even consider hiring someone with way too many jobs in a short career period. What makes you think that these individual will stay with you and your firm for any length of time.

As you can imagine during these tough economic times, I receive many contacts from security people who have sought me out for assistance in there career. The first thing I really look at on a resume is what is the job stability of this person. Why? Simple, I sell clients on the fact that by engaging me for your security search you are now going to see talent that is without a doubt a real “cut above” what you are use to seeing on searches.

Understand, people many times are forced to make a move by other circumstance they may not be able to control; layoff, corporate merger, organizational restructuring, spouse transfered and so forth. I look for an overall pattern and why jobs were vacated. What you’ve done over the last 10 -15 years with your career is what I look for as far as stability and that’s why I take at least an hour to interview
candidates to really understand you, your career and why you made moves when you did. I can explain to clients certain moves and why, but unfortunantly I can’t fix a “train wreck” pattern of job changes.

Believe me, I cold call people with great job stability only to find they just made a move 3- 6 months ago and I won’t move forward. I’ll make a note of the person and follow up in a more appropriate time frame.

The moral of this story is making a career move is great, BUT keep a real eye on how many times you change jobs during a 10 -15 year period.

Prevent a “bad” pattern from emerging

Wils Bell – President
SecurityHeadhunter.com, Inc.
POB 620298
Oviedo, FL 32762
PH: 407-365-2404
Fax: 407-956-4976
Email: Bell@SecurityHeadHunter.com

Web: SecurityHeadhunter.com

Linkedin: http://www.linkedin.com/in/wilsbell

Twitter: Security_REC

Why Can’t E-cruiter’s Be Honest

I got a call yesterday from a consultant I had on assignment  for over two years with a global client in Florida.  John (not his real name) was downsized in January of this year due to the slow economy.  Unfortunately, I had nothing else at the time that was a good match, however  within a month or two he got a call from a “staffing agency”  that indicated they had a 90 day contract available with a client local to his location. The contract should be renewed over and over again he was told. He interviewed and was offered the contract.

As the market has begun to come back,  John was getting more and more calls from other sources regarding new contract positions that he was qualified for,  if he was available for work. He called the e-cruiter at the “Agency” letting them know that he was getting calls about other contract opportunities and wanted to be sure his contract was being renew by the client.

(John is the kind of person that does NOT walk away from an active contact. He will stay with the client as long as they want him and his contract is valid.)

Well, when John spoke to the “agency” he was told congratulations. The client is very impressed with you and your skills. They HAVE  already renewed your contract for at least an additional 90 days. It has been signed, sealed and delivered.  As such John simply told all the others that were calling that he is not available since his contract has been renewed for at least 90 more days.

Last Friday the “agency” called and laid-off John. Seems his contract at the client expired and was not renewed since the project was being scrapped.  The e-cruiter explained that they themselves had been misinformed about his contract already being renewed. Apparently it had not been signed, sealed or delivered.

John knew he had been blatantly lied to by the agency. He knew he was nothing more than a commodity to them. They did not care about him or his ability to earn a living.  The “agency” was purely interested in keeping him from interviewing on other opportunities so they could keep him on contract.

John said to me, “Why can’t people be as honest as you are Wils? Most people in your industry just are not honest.”

As I have stated over and over again, there is no reason not be be honest with candidates and employers. The only thing that a true professional recruiter has is their reputation. Once it’s soured, you won’t get it back. If you ever talk to a person in my industry and you do not feel comforable with them or don’t have a sense of trust, run  the other direction.

By:  Wils Bell, President

LinkedIn Profile: http://www.linkedin.com/in/wilsbell
SecurityHeadhunter.com, Inc.

Information Security Recruitment Since 1990
Phone: 407-365-2404
eFax: 407-956-4976

Email: Bell@SecurityHeadhunter.com

I Hate Recruiter’s the Caller Said!

I received a return call last week from a cold called  recruited candidate who started the conversation by saying that he really hates recruiters. Of course my first statement was “What  happened to you in the past with recruiters and why then to you return my call.”

He returned my call, he said, because he liked the message I left. It was non aggressive, informative and I liked your delivery.

That said, I inquired about the I hate recruiter statement. Turns out several years ago he was contact by a recruiter and had a phone interview with the client. His problem laid in the fact that he never got feedback from the recruiter regarding the interview. He left voice mails and sent several emails over a 6 week period, but not a word, NOTHING!  He found it hard to believe that this is the way it works.

I’ve heard this story many times over the years and there is absolutly no excuse for this behavior. Granted, many times the employer is slow to pass feedback on to me, but letting the candidate know that exact thing is important. No feedback from client yet, tell the candidate so they are on the same page.

I’m sorry to say that there are many people in my industry that are simply bodyshops. They send resumes and people into a company job and if it’s not a match they just move on to the next body with no regard for the  last candidate.

As I have said over and over again I don’t work with a resume, I work with a real person. That person needs to be treated professionally.

Communication is the key to successful recruitment. Without it, the recruitment process just does not function well.

By:  Wils Bell, President

LinkedIn Profile: http://www.linkedin.com/in/wilsbell
SecurityHeadhunter.com, Inc.

Information Security Recruitment Since 1990
Phone: 407-365-2404
eFax: 407-956-4976

Email: Bell@SecurityHeadhunter.com

Web: SecurityHeadhunter.com

THe Fake Job Call

These types of e-cruiters are an insult to me!

 

I was speaking with a friend in Jacksonville, FL today who is an outstanding SAP Consultant.

He mentioned that he got a call yesterday from someone saying they were a recruiter (they were really an e-cruiter) and wanted to talk with him about an opportunity for a SAP contract position.  The “recruiter” read off a couple details from the job description. When Gary asked for more details she said that was all she knew about the job. 

After some questioning by Gary she came clean that she had simply found the job posting on some job board and thought she would see if she could find someone and try to submit them cold and see if the hiring  company would then react.

From where I sit that is an extremely unethical way to do business. To try and represent to a potential candidate that you have been engage by a specific  company to recruit on their open position, when you’ve done nothing more than  pull a job spec off the Internet and then go fishing with it is unethical.

In the real “recruiting / headhunting” world, if you don’t have top shelf ethics you’ll never survive the long run. Your reputation is who you are and how you work. 

I realize that all professions have “bad apples” , but unfortunantly this kind of behavior gives my industry a bad name and for all of us that are good and ethical recruiter’s, it a real insult.

Perhaps with the job market so bad, these type of unethical recruiters will leave the business forever.

As a potential job seeker, I would warn you to never work with a recruitment person that you don’t trust or have a  comfortable feeling. 

Well, it’s now 5:35 pm on a Friday and it been a long week.  I wish you well and have a great weekend!

 

By:  Wils Bell, President

LinkedIn Profile: http://www.linkedin.com/in/wilsbell
SecurityHeadhunter.com, Inc.

Information Security Recruitment Since 1990
Phone: 407-365-2404
eFax: 407-956-4976

Email: Bell@SecurityHeadhunter.com

The No Detail Job Order

 

How can a “Direct Recruited” candidate be sold on your position and company without details?

Recently a HR manager called me from a company I have never dealt with regarding an application security architect position they needed assistance filling.

After talking briefly about the company, I inquired about the position details.

“We need someone with software development skills and security experience and a CISP” was the answer. I indicated that I’d need more information than that to conduct a proper search and I assumed they meant a “CISSP”.

The response was classic but all too common.

“I don’t have anymore details.”

This happens way more times than it ever should. I explained that I am a true “Headhunter” NOT an e-cruiter simply using job boards to troll for resources.  I recruit candidates that are generally employed AND happy in their positions, but will always listen to new opportunities if it will help their career goals. Remember, you’re not hiring a resume; you’re trying to hire a real person to fill an open position today and for many years to come.

I again request more information and suggested that I meet with the hiring manager for all the additional information.

We don’t allow recruiters to talk with the hiring managers and my schedule is to tight  to get the information for you.  Simply go to our company web site since the position should be there, if it’s not look on the big job boards. It’s been posted on some of them for several months.

Once again I explained that I didn’t want look at a posting if it was in fact on their web site or some job board. I need to talk with someone in regards to details on the position, company and personality, etc., but I was told that would not be possible.

At this point I knew I would not waste time with this company, but I had to ask “Are you serious about filing this position and how long has it been open.”

“Yes we are serious and it’s been open for several months.” Imagine that I thought.

In closing the conversation I let them know that this is not the type of search (The No Detail Job Order) I would be willing to undertake and politely said good bye.

As an employer you really should be aware that working with a true Headhunter like me does require some input on your side to make things happen. On one side of the equation, how can I recruit without knowing the tangible and intangible details you require, desire and hope to find in a candidate. On the other side, how can I sell a potential candidate on your company and the position without detailed information? Remember, most of my candidates are happily employed. What will excite them about you, your company and the position? You have to tell me! (I talk to candidates for 1 to 2 hours minimum before they are ever submitted to you. I need information to share with them.)

Face it; to get top talent requires input from your side.

 Do it my way AND you’ll get great results in a timely manner. Everybody wins here!

If you’re not interested in providing the details and input required for a real search, simply call an e-cruiter that can send you resumes off the job boards for you to go through one by one looking for a match.

Real recruiting has become a lost art with most firms, but not all.

 

SecurityHeadhunter.com, Inc. – Providing you the service you deserve, not the service you have become accustomed to receiving from other firms!