The job description of a Chief Information Security Officer doesn’t typically include “building a contingent labor strategy.” That responsibility usually lands elsewhere within the C-suite. And yet, if you’re a CISO without thoughts on independent contractors and how they should fit into your company, you’re overlooking an important opportunity to help shore up both your organization’s security and productivity.
How Can Deploying a Contingent Labor Strategy Help CISOs Meet Their Goals?
The demands of executive leadership don’t leave a great deal of time for the minutiae of prospecting, hiring and onboarding, but finding and retaining great talent should be a priority across the C-suite It’s time to focus on strategic planning to ensure the proper execution of talent acquisition, especially when it comes to contingent labor.
Contingent labor offers a pipeline to critical and sometimes difficult-to-find skills and specialized knowledge on an as-needed basis. With a virtual bench of talent, a CISO can be proactive in sourcing, implementing and scaling emerging technologies. That translates to the freedom to focus on delivery and meeting objectives by bringing in the appropriate talent when you need it in order to ensure projects get done well and on time.
Best Practices for a CISO in Approaching Contingent Labor
Because the design and implementation of a contingent labor strategy usually originate elsewhere, a CISO should begin thinking about their side of the process from a collaborative standpoint. It’s helpful to take into account the needs and approach of HR and other business units, but a CISO should also be sure to bring their own needs to the table during the larger conversation.
Start by identifying your organization’s security priorities and determining where you need to augment your existing staff with contingent workers. Consider factors such as the types of projects you undertake, the types of skills and experience required and the timeline duration of the projects. Additionally, risk assessment is a critical component for any CISO, and the use of independent contractors introduces unique security risks that should be weighed and addressed as part of any contingent labor strategy.
The PeopleCaddie Advantage
Contractors offer flexibility and cost savings that are too valuable for any organization to ignore, but neither can a company be indifferent to the special security concerns they pose. CISO’s are responsible for cybersecurity and information risk, so picking the right hiring partner can help mitigate much of that risk for an organization at the first step of the process.
PeopleCaddie’s talent cloud services help connect companies with contractors who bring specialized skills and expertise to bear on projects and initiatives at a moment’s notice. Critically, PeopleCaddie carefully vets every prospect before any engagement with a client, providing access to valuable talent without exposing that company to additional security risk. Contact a PeopleCaddie representative today to begin building your contingent labor strategy and connecting with the talent needed to not only boost your organization’s productivity but also protect its business interests.
Are you a CISO interested in learning more about how contingent labor can level up your department? Contact PeopleCaddie today.