Bring out your CV

The CBC had two articles last night, the first one I dealt with in the previous tory. This one can be found (at https://www.cbc.ca/news/politics/cse-candidates-hiring-cyber-1.6426275) ‘Ottawa needs more codebreakers — but spy agency says finding them isn’t easy’ and that is not even half the story. It is not a Canadian issue, it is a global issue. So when we see “Canada’s electronic spy agency, the Communications Security Establishment, is set to receive a large influx of funding to launch cyber operations and ward off attacks on government servers, power grids and hospitals.” It’s always nice to receive funding. But the reality is a little harder. I spoke about part of this in ‘Red flags’ (at https://lawlordtobe.com/2022/02/24/red-flags/) there were too many red flags and they are eager to charge a fair penny. Summits, courses and in some cases you do not even need an IT education, but a bachelor education is expected. It is a Wild Wild Cyber West out there and the problem is that there are too few stages where we can separate the good from the shallow. So when we see “CSE, which gathers and decodes signals intelligence and is also in charge of technology security for the government, says it receives 10,000 to 15,000 job applications per year. But only about one or two candidates out of 100 applicants go on to be hired after the skills testing and background security checks.” We see part of the problem. Have you seen it? It is seen in “about one or two candidates out of 100 applicants go on to be hired after the skills testing and background security checks”, the funnel needs inverting. Instead of seeking in the same place, seek somewhere else. Seek in the military and governmental technical support places. Seek in the places you overlook and hire these people. It is nice to hire that one bright light. We all want that, but who considered hiring the 20-50 that can overcome the ‘background security checks’ then start TEACHING them. Out of the 50 you educate whilst they are employed in several places you end up with 10-25 people ready to take the challenge instead of relying on the 1-2 candidates. When you need 1500 of them, my approach makes sense. Yes, you can try to get to the techies from the University of Toronto, but so is commercial land and they pay a lot better, so you need to hope to get the few with a calling, or you open the stage to a larger group and set them in all kinds of governmental fields, where there is a large shortage too. All sides that needs attending too and not all will end with the CSE, GCHQ or whatever Australia and New Zealand have, but all these governments have large shortages including their Cyber police and a few other places. It is time to change the way hiring is done all over the Commonwealth field because they are all coming up short and having different divisions that have shortages, so why are they not taking a hard look at what else is possible? If not these places will all end up in a bidding war like they saw in the 90’s and they will come up short again. Oh and whilst Amazon is desperately seeking 250,000 people and where do you think they will look next? The second plan (my crazy wild idea) gives the people a long term plan, long term employment and a larger setting of choice with one application instead of 5-15 applications. 

But this is only possible when some people take a long hard look at what they used to do and see what COULD be done. 750 application runs, or 60 application runs, what makes more sense? I will let you decide.