Further up the chain, getting through the hiring filters can be a struggle. Tipton and Kerby both agreed that the traditional human resources process, through which applicants typically are sorted, might not work so well when it comes to cybersecurity hiring.This is from Federal Computing Week, so it's focused on the Government process. I think that the Fed.Gov could do some significant good by instituting a German-style apprenticeship program in cyber security.
"Today all the applications are filtered by keywords and reviewed by people who don't necessarily understand what the mission is. If you don't understand what the mission is, how do you find the right person for the job?" Kerby said. "When I was hiring, I used to sit down with a candidate and tell them, I'm going to ask you 20 questions. Here's the 20 questions; it's not a pop quiz. There are no right or wrong answers. By the end of those 20 questions, chances were I knew whether that person was right for the job, but more importantly that person knew whether the job was right for them. You can't know, whether you're the manager or the candidate, if someone is right for the mission until you sit down with them and figure out what makes them tick. And that's hard to do when you're talking about huge numbers of workers and positions."
Remember, if you're looking to make a career change, you can do a lot of this on your own.