homepage
Menu
Open menu
  • Training
    Go one level top Back

    Training

    • Courses

      Build cyber prowess with training from renowned experts

    • Hands-On Simulations

      Hands-on learning exercises keep you at the top of your cyber game

    • Certifications

      Demonstrate cybersecurity expertise with GIAC certifications

    • Ways to Train

      Multiple training options to best fit your schedule and preferred learning style

    • Training Events & Summits

      Expert-led training at locations around the world

    • Free Training Events

      Upcoming workshops, webinars and local events

    • Security Awareness

      Harden enterprise security with end-user and role-based training

    Featured: Solutions for Emerging Risks

    Discover tailored resources that translate emerging threats into actionable strategies

    Risk-Based Solutions

    Can't find what you are looking for?

    Let us help.
    Contact us
  • Learning Paths
    Go one level top Back

    Learning Paths

    • By Focus Area

      Chart your path to job-specific training courses

    • By NICE Framework

      Navigate cybersecurity training through NICE framework roles

    • DoDD 8140 Work Roles

      US DoD 8140 Directive Frameworks

    • By European Skills Framework

      Align your enterprise cyber skills with ECSF profiles

    • By Skills Roadmap

      Find the right training path based on critical skills

    • New to Cyber

      Give your cybersecurity career the right foundation for success

    • Leadership

      Training designed to help security leaders reduce organizational risk

    • Degree and Certificate Programs

      Gain the skills, certifications, and confidence to launch or advance your cybersecurity career.

    Featured

    New to Cyber resources

    Start your career
  • Community Resources
    Go one level top Back

    Community Resources

    Watch & Listen

    • Webinars
    • Live Streams
    • Podcasts

    Read

    • Blog
    • Newsletters
    • White Papers
    • Internet Storm Center

    Download

    • Open Source Tools
    • Posters & Cheat Sheets
    • Policy Templates
    • Summit Presentations
    • SANS Community Benefits

      Connect, learn, and share with other cybersecurity professionals

    • CISO Network

      Engage, challenge, and network with fellow CISOs in this exclusive community of security leaders

  • For Organizations
    Go one level top Back

    For Organizations

    Team Development

    • Why Partner with SANS
    • Group Purchasing
    • Skills & Talent Assessments
    • Private & Custom Training

    Leadership Development

    • Leadership Courses & Accreditation
    • Executive Cybersecurity Exercises
    • CISO Network

    Security Awareness

    • End-User Training
    • Phishing Simulation
    • Specialized Role-Based Training
    • Risk Assessments
    • Public Sector Partnerships

      Explore industry-specific programming and customized training solutions

    • Sponsorship Opportunities

      Sponsor a SANS event or research paper

    Interested in developing a training plan to fit your organization’s needs?

    We're here to help.
    Contact us
  • Talk with an expert
  • Log In
  • Join - it's free
  • Account
    • Account Dashboard
    • Log Out
  1. Home >
  2. Blog >
  3. Knowing Your Applicants
370x370_kevin-garvey.jpg
Kevin Garvey

Knowing Your Applicants

How to Stay Current to Best Assess Your Cyber Applicants

April 19, 2021

Opening up a job description to the public can be a blessing and a curse. It is a great sign that your job requisition is approved and one step closer to being filled, but it also opened up the next stage of the ‘perfect applicant” search. Resumes upon resumes fly into the door, awaiting your review. “Overwhelming” does not begin to describe how many feel when there are 250 + resumes to review and find the perfect candidate for.

Drawing down from a list of 250+ to about 4-6 candidates can look daunting when many of the same attributes are present on each resume. Luckily, there are both industry agnostic and industry specific assessments to help you fish through the sea of text on a resume.

Industry Agnostic Assessments

Myers-Briggs: Allows a candidate to take a questionnaire on their own that indicates psychological preferences in how they see the world. It also may distill out how they make the decisions they do. Once the candidate completes the test, they are assigned four categories: introversion or extraversion, sensing or intuition, thinking or feeling, judging or perceiving. One letter from each category is taken to produce a four-letter test result, such as "INFP".

210419_HR_Blog_Post_2_-_Pic1.png

One of the best benefits of this test is one size does not fit all roles when reviewing results from Myers Briggs. Each decision maker throughout the interview process can use the results to compare to what they feel would be the best fit for a role. For example, all of the hiring decisions makers may come to a collective agreement that an individual who would best fit a security analyst role in their organization would be similar to an “ENTJ”, or a “Extraversion, Intuition, Thinking, and Judging” personality type. Personality types are very hard to capture in most resumes and an industry agnostic test like Myers Briggs gives you an opportunity to see through the hard skills and experience that are presented through most resumes. It also gives you a view into a candidate’s potential thought processes as they strategic and every day problems through their job.

Strength-Finders (CliftonStrengths) :

Strength-Finders looks to ask the right questions to a candidate to squeeze out what their tops strengths are. What I have always loved about employing this as part of my hiring toolset is the candidate finds out strengths they did not even know they had. Through a series of questions, the candidate will be able to identify what their tops five strengths are out of the 34 strength themes. Similar to Myers Briggs, it is another way of exploring a candidate outside of a resume to see what strengths they may bring to a role. Revisiting the security analyst role I referenced above, the hiring team may agree they would like someone who has both an “Analytical” and “Consistency” strength as someone who has the best potential to be successful in the role.

210419_HR_Blog_Post_2_-_Pic2.png

Both Myers Briggs and Strength Finders require the hiring decision makers to come to an agreement on the best strengths for the role. These tools can be utilized for any role and do a great job showcasing the strengths of a candidate outside of a resume.

Industry Specific Assessments

Commercial Cyber Aptitude Test – This industry specific test created by IBM allows hiring decision makers to “assess behavioral attributes and cognitive aptitude to acquire the technical knowledge required in a cyber role”. (www.worktest.co/wp-content/uploads/2018/10/Commercial-Cyber-Aptitude-Test.pdf) Importantly, the purpose of this test is to figure out what a candidate’s ability is to pick up the technical knowledge required for a role. This is a critical bridge between those who do not have the technical experience on a resume but may have the necessary skills to not only do a specific cyber security job well but also pick up the required technical knowledge when needed.

The Commercial Cyber Aptitude Test is well situated to help assess a junior or transitioning cyber security hire and looks for the below behavioral traits for cyber roles:

210419_HR_Blog_Post_2_-_Pic3.png

SANS CyberTalent

SANS CyberTalent is a full program developed by the SANS Institute to provided targeted training and for employers to:

  • Identify and assess talent during recruitment
  • Build professional development/retention plans for current employees
  • Hire trained and certified cybersecurity talent
  • Create a customized cybersecurity hiring program

Being able to focus on identifying talent during recruitment is an area where SANS CyberTalent shines as it looks at both soft and hard skills that are required for a successful candidate. Following the theme of many of the other industry agnostic and industry specific assessments that were referenced earlier, SANS CyberTalent starts off assessments from a non-technical level. This is done through an “Aptitude” assessment and gauges the candidate’s skills to become successful in their cyber security role. This assessment may be best suited for those who are just joining the cyber security industry and may not have some of the technical expertise just yet.

210419_HR_Blog_Post_2_-_Pic4.png

The CyberTalent Enhanced Assessment under the SANS CyberTalent Assessment program goes one step further and begins to assess some of the technical knowledge that a non junior role would expect to have. Importantly, the Aptitude test is still given so hiring decision makers can make an assessment of the candidate’s potential of not only being successful in the role but also to gauge their non technical capabilities. These basic information security domains that are assessed include network concepts, defense in depth, internet security technology, communications security and operating systems.

210419_HR_Blog_Post_2_-_Pic5.png

The other assessments aim to ascertain the knowledge on specific cyber security skillsets. These assessments may be best aligned to experienced roles or roles to fill a specific need in a cyber security organization such as incident response:

  • Cyber Defense
  • Penetration Testing
  • Application Security
  • Digital Forensics
  • Cloud
  • Industrial Control Systems (ICS)
  • InfoSec Management

CYBRScore

CYBRScore aims to have a candidate use a lab environment to test and prove their technical cyber security skills. Available labs include a range of cyber concepts from basic firewall configuration, to incident analysis, and coding. This allows the candidate to showcase their hands to keyboard knowledge of many cyber security topics that may have a hard time being shown through a plain old resume. It also may be a great way of finding out from your final list of candidates what tier of knowledge you can expect from the hire. Additionally, CYBRScore’s grading and scoring component interacts with lab systems to monitor changes, responses, and actions performed and inputted by the user. This assessment would best fit a candidate who has hand on experience to bring to an open role or a potentially a candidate who has prior IT experience but less direct cyber security experience. Being flexible on an assessment such as CYBRScore allows everyone in the hiring process to have confidence in the level of technical knowledge a candidate brings.

Know that when you look through a sea of 250 + resumes for one open job description, it is no longer impossible find who the top tier candidates are for your organization. Both the industry agnostic and industry specific methods that were covered above provide another tool for hiring decision makers to use to find the best candidate. While the assessments and methods provide an extra data point, try and make sure that every decision maker is in agreement on what they feel will make a candidate successful in a role. In an entry level or job transition type role, the candidate’s non technical aptitude and willingness to continue to learn may hold more weight in a decision than their technical acumen. As the technical demands of a more experienced role expand, other more technical assessment may be better suited to assist in the decision making process. No one assessment is going to be clairvoyant enough to determine the future success of a candidate. However, with these assessments, you can increase your confidence level that you and all the hiring decision makers are making a sound next choice for the next joiner to your team .

Rest of the HR + Cybersecurity Series

1. Listen to the corresponding webcast here.

2. Read the rest of the Blog series here:

  • Skilling the Gap: Creative Ways to Recruit Top Cyber Talent
  • Not in Cyber Security? No Problem! Creative Ways to Gain Experience With No Experience
  • Slow the Revolving Door of Talent: Creative Ways to Keep Your Cybersecurity Talent in Your Organization
  • Transition to Cyber Security From a Non-Cyber Role: Creative Ways to Impress to Land Your Dream Cyber Role
About the Author

Kevin Garvey is the US IT Security Manager for an international bank responsible for overseeing incident response, vulnerability management, cyber threat intelligence, as well as the security operations center (SOC). Previously, he worked at New York Power Authority, JP Morgan and WarnerMedia (formerly Time Warner). Kevin has always had a passion to hunt down the adversary and has loved tackling the risk and threat challenges his responsibilities have thrown at him. Kevin teaches SANS MGT512: Security Leadership Essentials for Managers. Read Kevin's full profile here.

Share:
TwitterLinkedInFacebook
Copy url Url was copied to clipboard
Subscribe to SANS Newsletters
Receive curated news, vulnerabilities, & security awareness tips
United States
Canada
United Kingdom
Spain
Belgium
Denmark
Norway
Netherlands
Australia
India
Japan
Singapore
Afghanistan
Aland Islands
Albania
Algeria
American Samoa
Andorra
Angola
Anguilla
Antarctica
Antigua and Barbuda
Argentina
Armenia
Aruba
Austria
Azerbaijan
Bahamas
Bahrain
Bangladesh
Barbados
Belarus
Belize
Benin
Bermuda
Bhutan
Bolivia
Bonaire, Sint Eustatius, and Saba
Bosnia And Herzegovina
Botswana
Bouvet Island
Brazil
British Indian Ocean Territory
Brunei Darussalam
Bulgaria
Burkina Faso
Burundi
Cambodia
Cameroon
Cape Verde
Cayman Islands
Central African Republic
Chad
Chile
China
Christmas Island
Cocos (Keeling) Islands
Colombia
Comoros
Cook Islands
Costa Rica
Cote D'ivoire
Croatia (Local Name: Hrvatska)
Curacao
Cyprus
Czech Republic
Democratic Republic of the Congo
Djibouti
Dominica
Dominican Republic
East Timor
Ecuador
Egypt
El Salvador
Equatorial Guinea
Eritrea
Estonia
Eswatini
Ethiopia
Falkland Islands (Malvinas)
Faroe Islands
Fiji
Finland
France
French Guiana
French Polynesia
French Southern Territories
Gabon
Gambia
Georgia
Germany
Ghana
Gibraltar
Greece
Greenland
Grenada
Guadeloupe
Guam
Guatemala
Guernsey
Guinea
Guinea-Bissau
Guyana
Haiti
Heard And McDonald Islands
Honduras
Hong Kong
Hungary
Iceland
Indonesia
Iraq
Ireland
Isle of Man
Israel
Italy
Jamaica
Jersey
Jordan
Kazakhstan
Kenya
Kiribati
Korea, Republic Of
Kosovo
Kuwait
Kyrgyzstan
Lao People's Democratic Republic
Latvia
Lebanon
Lesotho
Liberia
Liechtenstein
Lithuania
Luxembourg
Macau
Madagascar
Malawi
Malaysia
Maldives
Mali
Malta
Marshall Islands
Martinique
Mauritania
Mauritius
Mayotte
Mexico
Micronesia, Federated States Of
Moldova, Republic Of
Monaco
Mongolia
Montenegro
Montserrat
Morocco
Mozambique
Myanmar
Namibia
Nauru
Nepal
Netherlands Antilles
New Caledonia
New Zealand
Nicaragua
Niger
Nigeria
Niue
Norfolk Island
North Macedonia
Northern Mariana Islands
Oman
Pakistan
Palau
Palestine
Panama
Papua New Guinea
Paraguay
Peru
Philippines
Pitcairn
Poland
Portugal
Puerto Rico
Qatar
Reunion
Romania
Russian Federation
Rwanda
Saint Bartholemy
Saint Kitts And Nevis
Saint Lucia
Saint Martin
Saint Vincent And The Grenadines
Samoa
San Marino
Sao Tome And Principe
Saudi Arabia
Senegal
Serbia
Seychelles
Sierra Leone
Sint Maarten
Slovakia
Slovenia
Solomon Islands
South Africa
South Georgia and the South Sandwich Islands
South Sudan
Sri Lanka
St. Helena
St. Pierre And Miquelon
Suriname
Svalbard And Jan Mayen Islands
Sweden
Switzerland
Taiwan
Tajikistan
Tanzania, United Republic Of
Thailand
Togo
Tokelau
Tonga
Trinidad And Tobago
Tunisia
Turkey
Turkmenistan
Turks And Caicos Islands
Tuvalu
Uganda
Ukraine
United Arab Emirates
United States Minor Outlying Islands
Uruguay
Uzbekistan
Vanuatu
Vatican City State
Venezuela
Vietnam
Virgin Islands (British)
Virgin Islands (U.S.)
Wallis And Futuna Islands
Western Sahara
Yemen
Zambia
Zimbabwe

By providing this information, you agree to the processing of your personal data by SANS as described in our Privacy Policy.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

Tags:
  • Cybersecurity Insights
  • Cybersecurity Leadership

Related Content

Blog
HR_Cybersecurity_370x200.png
Cybersecurity Insights, Cybersecurity Leadership
July 19, 2021
Transition to Cyber Security From a Non-Cyber Role
Creative Ways to Impress to Land Your Dream Cyber Role
370x370_kevin-garvey.jpg
Kevin Garvey
read more
Blog
HR_Cybersecurity_370x200.png
Cybersecurity Leadership, Cybersecurity Insights
June 16, 2021
Slow the Revolving Door of Talent
Creative Ways to Keep Your Existing Cyber Talent in Your Organization
370x370_kevin-garvey.jpg
Kevin Garvey
read more
Blog
HR_Cybersecurity_370x200.png
Cybersecurity Leadership, Cybersecurity Insights
March 22, 2021
Skilling the Gap: Creative Ways to Recruit Top Cyber Talent
Many want to come to our field, but just do not know how. Open the door for them.
370x370_kevin-garvey.jpg
Kevin Garvey
read more
  • Company
  • Mission
  • Instructors
  • About
  • FAQ
  • Press
  • Contact Us
  • Careers
  • Policies
  • Training Programs
  • Work Study
  • Academies & Scholarships
  • Public Sector Partnerships
  • Law Enforcement
  • SkillsFuture Singapore
  • Degree Programs
  • Get Involved
  • Join the Community
  • Become an Instructor
  • Become a Sponsor
  • Speak at a Summit
  • Join the CISO Network
  • Award Programs
  • Partner Portal
Subscribe to SANS Newsletters
Receive curated news, vulnerabilities, & security awareness tips
United States
Canada
United Kingdom
Spain
Belgium
Denmark
Norway
Netherlands
Australia
India
Japan
Singapore
Afghanistan
Aland Islands
Albania
Algeria
American Samoa
Andorra
Angola
Anguilla
Antarctica
Antigua and Barbuda
Argentina
Armenia
Aruba
Austria
Azerbaijan
Bahamas
Bahrain
Bangladesh
Barbados
Belarus
Belize
Benin
Bermuda
Bhutan
Bolivia
Bonaire, Sint Eustatius, and Saba
Bosnia And Herzegovina
Botswana
Bouvet Island
Brazil
British Indian Ocean Territory
Brunei Darussalam
Bulgaria
Burkina Faso
Burundi
Cambodia
Cameroon
Cape Verde
Cayman Islands
Central African Republic
Chad
Chile
China
Christmas Island
Cocos (Keeling) Islands
Colombia
Comoros
Cook Islands
Costa Rica
Cote D'ivoire
Croatia (Local Name: Hrvatska)
Curacao
Cyprus
Czech Republic
Democratic Republic of the Congo
Djibouti
Dominica
Dominican Republic
East Timor
Ecuador
Egypt
El Salvador
Equatorial Guinea
Eritrea
Estonia
Eswatini
Ethiopia
Falkland Islands (Malvinas)
Faroe Islands
Fiji
Finland
France
French Guiana
French Polynesia
French Southern Territories
Gabon
Gambia
Georgia
Germany
Ghana
Gibraltar
Greece
Greenland
Grenada
Guadeloupe
Guam
Guatemala
Guernsey
Guinea
Guinea-Bissau
Guyana
Haiti
Heard And McDonald Islands
Honduras
Hong Kong
Hungary
Iceland
Indonesia
Iraq
Ireland
Isle of Man
Israel
Italy
Jamaica
Jersey
Jordan
Kazakhstan
Kenya
Kiribati
Korea, Republic Of
Kosovo
Kuwait
Kyrgyzstan
Lao People's Democratic Republic
Latvia
Lebanon
Lesotho
Liberia
Liechtenstein
Lithuania
Luxembourg
Macau
Madagascar
Malawi
Malaysia
Maldives
Mali
Malta
Marshall Islands
Martinique
Mauritania
Mauritius
Mayotte
Mexico
Micronesia, Federated States Of
Moldova, Republic Of
Monaco
Mongolia
Montenegro
Montserrat
Morocco
Mozambique
Myanmar
Namibia
Nauru
Nepal
Netherlands Antilles
New Caledonia
New Zealand
Nicaragua
Niger
Nigeria
Niue
Norfolk Island
North Macedonia
Northern Mariana Islands
Oman
Pakistan
Palau
Palestine
Panama
Papua New Guinea
Paraguay
Peru
Philippines
Pitcairn
Poland
Portugal
Puerto Rico
Qatar
Reunion
Romania
Russian Federation
Rwanda
Saint Bartholemy
Saint Kitts And Nevis
Saint Lucia
Saint Martin
Saint Vincent And The Grenadines
Samoa
San Marino
Sao Tome And Principe
Saudi Arabia
Senegal
Serbia
Seychelles
Sierra Leone
Sint Maarten
Slovakia
Slovenia
Solomon Islands
South Africa
South Georgia and the South Sandwich Islands
South Sudan
Sri Lanka
St. Helena
St. Pierre And Miquelon
Suriname
Svalbard And Jan Mayen Islands
Sweden
Switzerland
Taiwan
Tajikistan
Tanzania, United Republic Of
Thailand
Togo
Tokelau
Tonga
Trinidad And Tobago
Tunisia
Turkey
Turkmenistan
Turks And Caicos Islands
Tuvalu
Uganda
Ukraine
United Arab Emirates
United States Minor Outlying Islands
Uruguay
Uzbekistan
Vanuatu
Vatican City State
Venezuela
Vietnam
Virgin Islands (British)
Virgin Islands (U.S.)
Wallis And Futuna Islands
Western Sahara
Yemen
Zambia
Zimbabwe

By providing this information, you agree to the processing of your personal data by SANS as described in our Privacy Policy.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
  • Privacy Policy
  • Terms and Conditions
  • Do Not Sell/Share My Personal Information
  • Contact
  • Careers
© 2025 The Escal Institute of Advanced Technologies, Inc. d/b/a SANS Institute. Our Terms and Conditions detail our trademark and copyright rights. Any unauthorized use is expressly prohibited.
  • Twitter
  • Facebook
  • Youtube
  • LinkedIn