Hiring for InfoSec in 2025: The Top 5 Technical Skills Recruiters Should Assess

The demand for information security (InfoSec) professionals in the United States is growing rapidly. With evolving threats, regulatory requirements, and an increase in remote infrastructure, companies can no longer afford to take chances on unproven candidates. In 2025, recruiters and hiring managers must move beyond resumes and assess real technical skills before making a hire.

This blog outlines the top 5 technical skills recruiters should assess when hiring for InfoSec roles and how to evaluate them through skills-based hiring—ensuring that you hire talent that is truly equipped to secure your systems.

Why Technical Skills Matter More Than Ever in InfoSec

A degree in cybersecurity or a string of certifications doesn’t guarantee real-world ability. Attackers don’t care where your security analyst went to college—they care whether your systems are vulnerable.

That’s why the best InfoSec hiring strategies today focus on hands-on skills, scenario-based tests, and psychometric evaluations. This approach not only reduces hiring bias but also significantly increases the likelihood of hiring someone who can perform under pressure.

Let’s dive into the most critical technical skills to evaluate.

1. Threat Detection and Analysis

Threat detection is the backbone of cybersecurity. Candidates must be able to:

• Identify indicators of compromise (IOCs)

• Analyze suspicious logs or behaviors

• Work with tools like SIEM (e.g., Splunk, ELK Stack, IBM QRadar)
  

How to Test This Skill:

Use a scenario-based simulation where the candidate must detect anomalies in system logs. Provide real datasets with embedded threats and ask for a short report on findings.

2. Network Security Fundamentals

Every InfoSec professional must understand core networking concepts:

• TCP/IP, DNS, DHCP, SSL/TLS

• Network segmentation and firewalls

• Packet inspection tools like Wireshark
  

How to Test This Skill:

Give candidates a broken network configuration or an insecure network map. Ask them to identify vulnerabilities and suggest improvements.

3. Incident Response & Forensics

An ideal InfoSec candidate must know how to handle a breach:

• Follow incident response protocols

• Isolate infected systems

• Preserve forensic evidence

• Prepare post-incident reports
  

How to Test This Skill:

Use a timed scenario: “A ransomware attack just hit your system. Walk us through the first 60 minutes of your response.” Include a follow-up section on reporting and prevention.

4. Cloud Security Skills

With most US companies now relying on cloud infrastructure, cloud security is non-negotiable. Key competencies include:

• IAM (Identity and Access Management)

• Misconfiguration detection (e.g., open S3 buckets)

• Cloud-native security tools (AWS GuardDuty, Azure Defender)
  

How to Test This Skill:

Provide a cloud deployment scenario with several embedded security flaws. Ask the candidate to audit it and produce a risk report.

5. Scripting and Automation

Cybersecurity teams often rely on automation to reduce repetitive tasks:

• Bash, Python, or PowerShell scripting

• Automating scans or log reviews

• Building custom alerts
  

How to Test This Skill:

Assign a basic automation task like scripting a log parser or creating a tool to monitor login anomalies. Assess for clean, functional code—not perfection.

What About Soft Skills? They Matter Too.

While this blog focuses on technical skills, it’s critical to layer in psychometric assessments for:

• Attention to detail (vital for spotting subtle threats)

• Problem-solving under pressure

• Integrity and trustworthiness

• Team collaboration (especially for SOC teams)
  

Using platforms like TestGorilla or Vervoe, you can combine technical assessments with behavioral insights to make more confident hiring decisions.

Why Skills-Based Hiring Works for InfoSec Roles

Here’s why top recruiters in 2025 are shifting to skills-first hiring models:

Traditional Hiring	Skills-Based Hiring
Relies on resumes and certifications	Validates actual technical skills
Vulnerable to bias	Focuses on job-relevant performance
Time-consuming interviews	Efficient, automated assessments
Risk of bad hires	Proven ability from day one

Especially for high-stakes InfoSec roles, guessing is too costly. According to IBM, the average cost of a data breach in the US is $9.48 million—and a single poor hire can expose your organization.

How Behoof Helps You Hire InfoSec Talent Without Guesswork

At GoBehoof, we specialize in flat-fee, skills-based recruitment for InfoSec roles. We don’t just screen resumes—we test every candidate’s technical and psychometric skills before you ever interview them.

Whether you're hiring a SOC Analyst, Security Engineer, or Compliance Manager, our assessment-led process helps you:

 ✅ Slash time-to-hire  ✅ Remove hiring bias  ✅ Validate on-the-job skills  ✅ Hire fast, without overpaying

Flat Fee: $5,000 per hire — No surprises. Just qualified talent. Book a free consultation with us today!

 The Importance of Role-Specific Custom Assessments

While generic cybersecurity tests are a good starting point, they often fall short when evaluating for specialized InfoSec roles. Why? Because each function within a security team demands a unique combination of technical expertise, risk awareness, and communication skills.

Let’s break it down:

🔐 Examples of Role-Specific Requirements:

• SOC Analysts need to quickly triage and escalate alerts, often in high-pressure environments. They should be assessed on incident response logic, familiarity with SIEM tools, and their ability to spot false positives.

• Penetration Testers must be creative, offensive-minded, and deeply technical. Their assessments should test for vulnerability discovery, report writing, and even OSINT (open-source intelligence) techniques.

• Security Engineers focus on infrastructure, code, and automation. Strong skills in secure architecture, scripting, and DevSecOps practices should be tested.

• Governance, Risk, and Compliance (GRC) roles require attention to regulatory frameworks like SOC 2, ISO 27001, or HIPAA. They should be evaluated on policy comprehension, risk identification, and audit preparedness.
  

🧠 Designing Effective Assessments:

To create high-quality assessments for each role:

• Use realistic job scenarios that simulate daily challenges.

  • Example: “You discover a misconfigured S3 bucket containing sensitive data. Walk us through how you’d handle this.”

• Calibrate difficulty based on seniority (e.g., tactical for juniors, strategic for seniors).

• Blend technical questions (e.g., code analysis or network logs) with judgment-based questions to gauge decision-making.

• Include sections to evaluate communication, particularly for client-facing or cross-functional roles.
  

✍️ Don’t Overlook Writing Skills:

Many InfoSec professionals, especially those in compliance or consulting roles, are responsible for writing reports, policy documents, or client deliverables. Incorporating a writing task into your assessment — even if it’s brief — can save you from hiring someone who’s technically solid but unable to communicate clearly. FAQs: Hiring for InfoSec Roles in 2025

1. Can soft skills be tested for InfoSec roles?

Yes. Tools like TestGorilla help assess problem-solving, communication, and ethical integrity—key for security professionals.

2. What if a candidate lacks formal experience but does well on assessments?

That’s the power of skills-based hiring. We prioritize demonstrated ability over years of experience.

3. How long should technical assessments take?

Aim for 30–60 minutes. Longer assessments reduce completion rates. Use realistic tasks, not academic puzzles.

4. Are these methods suitable for junior and senior roles?

Absolutely. Just tailor the depth and complexity of the test based on seniority level.

5. What InfoSec roles can GoBehoof help us hire?

We cover SOC Analysts, Security Engineers, GRC Specialists, IAM Analysts, Penetration Testers, and more.