Hiring Cybersecurity Personnel—What HR Should Know (and Why Outsourcing May Be Safer)
- Cybersecurity Consultant Brent Gallo
- Sep 23
- 3 min read
Updated: Oct 2
Hiring cybersecurity personnel is one of the most challenging tasks for HR and procurement teams. The field is flooded with certifications, shifting job titles, and technical jargon that make it hard to know who is truly qualified. For government contractors, universities, and small businesses, the wrong hire doesn’t just waste money, it increases compliance and bid risk. HR leaders should look for candidates who can demonstrate knowledge in three areas: compliance frameworks (CMMC, NIST, CIS), operational security skills (incident response, monitoring, vulnerability management), and governance (policy, evidence, training). Yet even with a clear checklist, recruitment cycles are slow, candidates are scarce, and salaries are rising. That’s why many small teams are turning to outsourced vCISO and managed security services. You gain expertise aligned to frameworks and contracts, without the risk of a bad hire.
Why Cybersecurity Hiring is Difficult for HR
- Job titles vary wildly: Analyst, engineer, compliance officer, security manager—each role overlaps.
- Certifications are confusing: CISSP, Security+, CEH, CISM, CCSP—some prove technical depth, others are baseline. Not all are necessary.
- Framework alignment is unclear: A candidate with great firewall skills may not understand CMMC evidence requirements.
- Market scarcity: There is a global shortage of qualified cybersecurity professionals. Salaries are often beyond small team budgets.
- Compliance risk: Hiring someone who can configure tools but can’t produce audit-ready evidence exposes you during assessments.
Core Skills HR Should Screen For
1. Compliance Framework Knowledge
• CMMC / NIST SP 800-171 (for DoD contractors).
• CIS Controls v8 (for general best practices).
• HIPAA Security Rule (for healthcare).
• FERPA and EDUCAUSE standards (for higher education).
Why it matters: Cybersecurity staff must produce compliance evidence, not just manage tools.
2. Operational Security Skills
• Incident response playbooks and tabletop testing.
• Log analysis and SIEM monitoring.
• Vulnerability management (scanning, patching cycles).
• Endpoint protection (EDR/MDR tools).
Why it matters: Contracts and insurers expect demonstrable technical protections.
3. Governance & Evidence Management
• Policy writing and lifecycle management.
• SSP and POA&M development.
• Training program implementation.
• Vendor risk management.
Why it matters: Auditors and contracting officers require proof—logs, policies, training records—not just technical talk.
Sample Screening Questions for HR
- Can the candidate explain how NIST SP 800-171 maps to a small contractor environment?
- Have they ever written or updated a System Security Plan (SSP)?
- Can they provide an example of evidence they prepared for an audit?
- Which tools have they used for endpoint detection and response?
- How do they stay updated on compliance changes (CMMC updates, CIS revisions, HHS guidance)?
- Which security tools do they have hands on experience with?
Safe vs. Risky Hiring Practices
Practice | Safe Approach | Risky Approach |
Certifications | Look for role-appropriate certs (e.g., Security+ for junior, CISSP/CISM for senior). | Using CISSP as a blanket requirement for all roles. |
Compliance | Confirm the candidate can map controls to frameworks (CMMC, NIST). | Hiring purely technical staff with no compliance experience. |
Budget | Consider vCISO/fractional if full-time salaries are unsustainable. | Underpaying → unqualified hires or rapid turnover. |
Evidence | Ask for audit prep experience. | Ignoring evidence until audit time. |
Why Outsourcing Often Makes More Sense
- Immediate expertise: Access to seasoned professionals without long recruitment cycles.
- Cost efficiency: Fractional vCISO services often cost less than one full-time hire.
- Compliance-ready: Outsourced providers are already fluent in CMMC, NIST, HIPAA, and CIS.
- Scalable support: Services can expand as contracts and risks grow.
- Reduced HR risk: No risk of a bad hire or turnover disruption.
Checklist for HR Leaders
Define what frameworks (CMMC, HIPAA, CIS) you must meet.
Draft role requirements that map to those frameworks.
Avoid overloading job descriptions with unnecessary certifications.
Screen for evidence-generation experience (SSPs, POA&Ms, policies).
Compare the cost of hiring vs. outsourcing (full-time salary vs. vCISO/MSP).
Present outsourcing as an option to leadership before starting a search.
References to Neutral Standards
- NIST SP 800-171 & CMMC Guides – compliance alignment for contractors.
- CIS Controls v8 – best practices for technical and operational controls.
- EDUCAUSE Higher Ed Standards—guidance for university HR and IT.
- HHS HIPAA Security Rule – healthcare staffing and compliance requirements.
Conclusion
Hiring cybersecurity personnel is complex, expensive, and risky, especially for small contractors, universities, and healthcare providers. HR teams can use checklists and screening questions to evaluate candidates, but the global shortage of talent makes recruitment difficult.
Outsourcing to a vCISO or managed service delivers immediate, framework-aligned expertise and audit-ready evidence at a fraction of the cost of a full-time hire. Download our HR Cybersecurity Hiring Checklist to simplify your process.
Learn how Hire A Cyber Pro provides immediate vCISO and compliance services without the risks of traditional hiring: https://www.hireacyberpro.com/services-new
For more information about cybersecurity for small businesses, consider reaching out to experts who can help tailor a strategy specific to your needs. Your small business is worth protecting, take action today!
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