The standard approach to cyber security recruitment vetting has not really changed for decades. The process basically consists of personal references (from hopefully independent and reputable sources), validation of key dates/qualifications etc and, in some cases, aptitude tests.
However, in today’s world, there are new ways to verify identities and validate personal histories. Having said that, there are also ways that employers can be fooled. Much recruitment is sub-optimal, e.g. good candidates do not stay for long, expensive staff are idle at times or inappropriately assigned roles/tasks and some abuse company resources which may result in a raised risk for the organisation.
This service aims to address some of these shortcomings using innovative problem-solving approaches, whether pre or post selection.
This is achieved through:
- Use of state-of-the-art approaches such as tracing social media behaviour and activities in the “Deep Web” – which can be periodic or continuous
- Collaboration with expert partners, e.g. for psychmetric testing
- Involvement in research projects and forums
Contact us to find out more about how we are innovating cyber security recruitment vetting.