Challenging Barriers to Entry and Rejection
summary
Claims that there is no cybersecurity skills shortage backed by Infosec figures (4.1M → 3.2M) and a simple math argument; shows hires who came from HR, project management and media into SecOps and AppSec; gives five concrete tactics — referral can guarantee a first‑stage interview (internal programs pay up to $6,000), build a visible brand, volunteer to network, find mentor/sponsor, and connect with interviewers — and calls out location bias with a Vancouver vs Toronto hiring anecdote and scripted closing questions to overcome rejection.
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chapters (23)
- 0:00Introduction and rejection story
- 0:51Conference agenda overview
- 1:11Speaker introduction and background
- 2:13Impact of pandemic on careers
- 2:55Common barriers in cybersecurity hiring
- 3:39Cybersecurity skills shortage debate
- 5:29Breaking traditional hiring barriers
- 6:54Rethinking recruitment strategies
- 7:14Tip 1: Referral first approach
- 9:01Building your personal brand
- 11:52Tip 2: Brand impact and examples
- 12:14Tip 3: Networking through volunteering
- 13:16Tip 4: Finding a mentor and sponsor
- 15:00Mentorship program benefits
- 15:21Tip 5: Connecting with the interviewer
- 17:07Finding common ground in interviews
- 17:48Closing interview questions
- 20:15Following up after interviews
- 21:17Handling rejection and feedback
- 21:59Challenging unconscious bias
- 23:49Self-rejection and soft skills
- 24:32Conclusion and call to action
- 25:56Q&A session
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