Can You Decode Security Job Descriptions?
Not all job descriptions are created equal. Some are well-written but the majority fall somewhere on the middle of the spectrum. Understanding what a position entails often means candidates must decode it. That does not always happen before the apply button is clicked.
Security job descriptions pass through many hands before they are finalized. This means modifications can occur at any stage along the way and the result may be something other than what was originally intended.
Position outlines generally start off being written by a hiring manager. At this stage they often look like a long list of job duties. Sometimes the job is responsible for all the activities. However, depending on an organization’s internal processes, the list can sometimes be inflated in the hope of elevating the level of the position.
Not all hiring managers are security professionals, and this can affect whether the requirements for the role are reflected correctly. It is not uncommon to see experience in multiple public sector agencies requested, even though the agency missions are very different. Long lists of certifications that may or may not be relevant to the position are a similar problem.
Once the job passes on to human resources, it will be graded. Companies often have standard requirements associated with levels, and a one-size-fits-all degree requirement and number of years of experience methodology may be applied. Then it is on to the compensation group for salary range assignment.
Jobs can go through several of these cycles before the final product emerges and recruitment for the position begins. Once the role is advertised and candidates begin to apply…
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