Is it appropriate for a new junior member of the team to be included in a interview panel for a senior / lead...
I work on the information security team at my company. We are currently looking to hire a senior security architect, a role that will require at least 7 - 10 years of previous hands - on experience designing, testing, and implementing IT security frameworks and controls. Our company operates in the regulated insurance industry, and security is fundamental to what we do as we interface with sensitive customer financial and private health data.
Today, my manager was discussing with me the interview panel to interview applicants or this role, and I was somewhat surprised to see a new, junior member selected to be on this interview panel. This person is fresh out of college with only about 1.5 years of cybersecurity experience. I have about 5 years of experience in the InfoSec profession.
Our team will primarily focus on the technical expertise of the candidates and I am not sure whether the limited experience of the new junior person is sufficient to adequately assess the technical competency of forthcoming candidates for the security architect role. The architect will have a prominent role, working with myself, other more senior members of the team, and management under the CISO to design and maintain security safeguards. Generally, it has been my experience that the skills needed in cyber come from broad industry exposure, many years of experience, along with a certain degree of intuition. I hate to see our team suffer due to ineffective hiring.
Question
Would it be appropriate for me to push back a bit with my manager due to newcomer's limited prior job experience?
How can I communicate my concerns about a lack of experience in a colleague for a particular task without coming across as rude or presumptuous?
interviewing hiring-process manager
asked 4 mins ago
AnthonyAnthony
5,9371659
add a comment |
I work on the information security team at my company. We are currently looking to hire a senior security architect, a role that will require at least 7 - 10 years of previous hands - on experience designing, testing, and implementing IT security frameworks and controls. Our company operates in the regulated insurance industry, and security is fundamental to what we do as we interface with sensitive customer financial and private health data.
Today, my manager was discussing with me the interview panel to interview applicants or this role, and I was somewhat surprised to see a new, junior member selected to be on this interview panel. This person is fresh out of college with only about 1.5 years of cybersecurity experience. I have about 5 years of experience in the InfoSec profession.
Our team will primarily focus on the technical expertise of the candidates and I am not sure whether the limited experience of the new junior person is sufficient to adequately assess the technical competency of forthcoming candidates for the security architect role. The architect will have a prominent role, working with myself, other more senior members of the team, and management under the CISO to design and maintain security safeguards. Generally, it has been my experience that the skills needed in cyber come from broad industry exposure, many years of experience, along with a certain degree of intuition. I hate to see our team suffer due to ineffective hiring.
Question
Would it be appropriate for me to push back a bit with my manager due to newcomer's limited prior job experience?
How can I communicate my concerns about a lack of experience in a colleague for a particular task without coming across as rude or presumptuous?
interviewing hiring-process manager
asked 4 mins ago
AnthonyAnthony
5,9371659
add a comment |
I work on the information security team at my company. We are currently looking to hire a senior security architect, a role that will require at least 7 - 10 years of previous hands - on experience designing, testing, and implementing IT security frameworks and controls. Our company operates in the regulated insurance industry, and security is fundamental to what we do as we interface with sensitive customer financial and private health data.
Today, my manager was discussing with me the interview panel to interview applicants or this role, and I was somewhat surprised to see a new, junior member selected to be on this interview panel. This person is fresh out of college with only about 1.5 years of cybersecurity experience. I have about 5 years of experience in the InfoSec profession.
Our team will primarily focus on the technical expertise of the candidates and I am not sure whether the limited experience of the new junior person is sufficient to adequately assess the technical competency of forthcoming candidates for the security architect role. The architect will have a prominent role, working with myself, other more senior members of the team, and management under the CISO to design and maintain security safeguards. Generally, it has been my experience that the skills needed in cyber come from broad industry exposure, many years of experience, along with a certain degree of intuition. I hate to see our team suffer due to ineffective hiring.
Question
Would it be appropriate for me to push back a bit with my manager due to newcomer's limited prior job experience?
How can I communicate my concerns about a lack of experience in a colleague for a particular task without coming across as rude or presumptuous?
interviewing hiring-process manager
asked 4 mins ago
AnthonyAnthony
5,9371659
I work on the information security team at my company. We are currently looking to hire a senior security architect, a role that will require at least 7 - 10 years of previous hands - on experience designing, testing, and implementing IT security frameworks and controls. Our company operates in the regulated insurance industry, and security is fundamental to what we do as we interface with sensitive customer financial and private health data.
Today, my manager was discussing with me the interview panel to interview applicants or this role, and I was somewhat surprised to see a new, junior member selected to be on this interview panel. This person is fresh out of college with only about 1.5 years of cybersecurity experience. I have about 5 years of experience in the InfoSec profession.
Our team will primarily focus on the technical expertise of the candidates and I am not sure whether the limited experience of the new junior person is sufficient to adequately assess the technical competency of forthcoming candidates for the security architect role. The architect will have a prominent role, working with myself, other more senior members of the team, and management under the CISO to design and maintain security safeguards. Generally, it has been my experience that the skills needed in cyber come from broad industry exposure, many years of experience, along with a certain degree of intuition. I hate to see our team suffer due to ineffective hiring.
Question
Would it be appropriate for me to push back a bit with my manager due to newcomer's limited prior job experience?
How can I communicate my concerns about a lack of experience in a colleague for a particular task without coming across as rude or presumptuous?
interviewing hiring-process manager
interviewing hiring-process manager
asked 4 mins ago
AnthonyAnthony
5,9371659
asked 4 mins ago
AnthonyAnthony
5,9371659
asked 4 mins ago
AnthonyAnthony
5,9371659
asked 4 mins ago
AnthonyAnthony
5,9371659
asked 4 mins ago
AnthonyAnthony
5,9371659
5,9371659
add a comment |
add a comment |
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