Articles by Alta

    Back to Articles Listings

    Job Hopscotch

    Joyce Brocaglia
    Joyce@altaassociates.com



    In the last five years there has been both a boom and bust in the Information Security Industry. As a result of the explosion of new opportunities and the subsequent economic contractions, many people have job hopped quite a bit. There are usually solid reasons behind a person's voluntary decision to change jobs. For instance:
    • To take on new challenges
    • A need to earn greater income
    • The desire to follow a progressive career path
    • The temptation to see whether the grass is really greener on the other side

      Or the switch was involuntary:
    • Downsizing,
    • Loss of funding
    • Decreased revenue streams
    • Mergers
    • Change in management
    The result of both voluntary and involuntary job-hopping is most clearly seen in a candidate's resume. This can present problems when searching for a new opportunity and it is an issue that needs to be addressed.

    While really talented security professionals are still highly sought after, the ups and downs of the job market have had an effect on the attitudes of hiring authorities. In the past few months I have noticed a trend in the feedback I am hearing from hiring managers. They all are critical of the number of job moves on a candidate's resume. The first question they ask is "Why has this person had so many jobs?" They are trying to decipher if the person has had legitimate reasons for leaving a company, or if there is a problem with the individual himself. Those responsible for screening, whether it is Human Resources or the department managers, tend to assume the negative. Since departments have fewer approved openings, hiring managers are reluctant to take a chance on someone who may be hard to manage, or who jumps at more money.

    There are a few ways to handle this problem. The easiest and most direct is to use an executive recruiter. This is where an experienced recruiter can make all the difference. It is important that you have detailed discussions with your recruiter to explain your reasons for changing jobs. Although it is vital to have a well-crafted resume, it is even more important to be represented by someone who has the ability to sell you to the company and convince them to meet you. Very few people realize the amount of effort that goes into getting someone scheduled for an interview. Gone are the days when the information security opportunities far out weighed the talent pool. Believe me, no matter how talented the candidate is, it takes a lot more work than just sending out a resume and waiting for the phone to ring. There must be a comprehensive effort of follow through regarding every resume submitted. We talk to our contacts in human resources and the department, selling them on the many reasons that an individual is worth seeing, explaining job moves, personalities, presentation skills, and why they are likely to succeed in their particular position. Many candidates would have their egos deflated a few notches if they knew the amount of cajoling that went into getting them in the door, and through the process.

    I tell you this because if you are pursuing an interview and are not using an executive recruiter, it is essential that you convey these things to whomever gets your resume. It is important that you follow up on every one you send. You must differentiate yourself from the pack. Regardless of how incredible you believe your resume and experience to be, it is not enough just to email it to potential employers.

    Take the extra step, determine who it is that is receiving your resume and follow it up with a personal phone call. Be polite and persistent in your efforts, but not desperate in the number of your attempts.

    Most employers consider it reasonable to have worked an average of three years per job. If your resume shows a consistent track record of changing jobs every two years, you must include the reason for leaving each of your previous jobs. Make sure that on your resume and in person your reasons reflect positive and conscious choices to leave an employer.

    Most hiring managers are looking for a commitment and passion for the information security field and a progression of technical skills and responsibility. As long as you can convey your sincerity and give accurate and logical reasons for changing jobs you should be able to overcome any objections.
    Joyce Brocaglia is the founder of Alta Associates, Inc., an InfoSec recruiting firm, and Jeffrey Combs is an executive recruiter with the firm.

    Back to Articles Listings