Should Companies Hire for Potential or Experience in Cybersecurity?

In the ever-evolving world of cybersecurity, the debate continues: Should companies prioritize potential over experience when hiring?

It’s an important question—especially with the ongoing cybersecurity talent shortage and the rapid advancement of technology. Let’s break down both sides of the argument:

The Case for Hiring for Experience

Many hiring managers and companies lean toward experienced candidates. After all, security threats are becoming more sophisticated, and companies want professionals who can step in and immediately make an impact.

Experience brings:

  • Proven problem-solving skills: Experienced professionals have been through the grind and know how to react to real-world incidents.
  • Industry know-how: They understand the specific threats faced in different sectors (finance, healthcare, etc.) and bring a deep understanding of compliance, regulations, and risk management.
  • Quick ramp-up time: With years of experience under their belt, experienced candidates typically require less training and can hit the ground running faster.

The Case for Hiring for Potential

On the flip side, hiring for potential has its own set of compelling arguments. Cybersecurity is a fast-paced field, and what worked a few years ago may not be enough today.

Hiring for potential brings:

  • Fresh perspectives: Newer professionals or those from non-traditional backgrounds may bring innovative approaches to solving problems, especially when it comes to emerging tech like AI and cloud security.
  • Long-term loyalty: Investing in potential candidates can lead to more loyal employees who grow with your company. They’re eager to learn and evolve as threats change.
  • Diverse skillsets: Potential-driven hiring allows you to tap into diverse talent pools, including self-taught professionals, veterans, and those from underrepresented communities.

So, What’s the Answer?

The ideal hiring strategy in cybersecurity may not be a choice between potential OR experience, but rather a balance of both.

  • Consider hybrid candidates: Professionals who have some experience but still show a drive for learning and evolving.
  • Assess for adaptability: Cybersecurity is constantly changing, and the ability to adapt and grow with it is just as important as prior experience.
  • Look at cultural fit: A candidate who aligns with your company’s goals and values might be a better investment than someone who checks all the technical boxes but doesn’t fit the team.

Which do you prioritize when hiring in cybersecurity—experience or potential?

Let’s hear your thoughts in the comments! 👇