In many organisations, cybersecurity is seen as the responsibility of IT. But in practice, Human Resources is deeply embedded in some of the most vulnerable processes within a business. These include recruitment, onboarding, data storage, and internal communication. When HR teams don’t understand the core principles of cybersecurity, it can create serious issues. These problems are legal, operational, and reputational.
This isn’t about asking HR professionals to become security engineers. It’s about recognising that their role touches sensitive data and critical workflows that must be protected.
At Keen People, we specialise in helping organisations recruit for cybersecurity and tech roles. And we’ve noticed a recurring pattern. When HR departments aren’t equipped with basic cybersecurity knowledge, hiring decisions suffer, legal risks increase, and candidate experience takes a hit.
Let’s explore why this knowledge gap matters and how to fix it.
The HR–Cybersecurity Connection
HR teams handle large volumes of personally identifiable information (PII). This includes CVs, identity documents, salary details, and sometimes even health or background check data. Under UK GDPR, the Data Protection Act 2018, and employment law, this information must be handled securely and lawfully.
Now imagine this data being shared via unsecured spreadsheets, stored in inboxes, or accessed by untrained staff. These aren’t theoretical risks. They are real, everyday issues. When security incidents occur because of poor handling, they lead to compliance breaches, fines, and a loss of trust.
Cybersecurity awareness in HR is not a luxury. It is a requirement for legal and ethical hiring.
Legal Consequences of Cyber-Ignorance in HR
When HR professionals are unfamiliar with cybersecurity or data protection practices, unintentional violations happen. These might include:
- Sending sensitive data without encryption
- Failing to anonymise candidate information before sharing
- Storing documents on shared drives without access restrictions
- Choosing third-party background check services without proper vetting
Each of these examples can lead to a breach of GDPR. This doesn’t only put the company at financial risk. It also undermines candidate trust and company reputation.
Recruitment Impacts: When Cyber Knowledge Is Missing
Hiring for cybersecurity roles requires technical insight. Job titles often look similar, but the skills and responsibilities are vastly different. For example, confusing a Network Security Analyst with a DevSecOps engineer can result in hiring someone with the wrong focus entirely.
When HR professionals lack context about the roles they’re hiring for, they can easily misjudge candidate CVs, rely on buzzwords, or overlook critical certifications. To make informed decisions, they need to understand terms like:
- Threat detection
- Zero trust
- ISO 27001
- Incident response
- Secure coding
- MFA and access control
We’re not suggesting HR should become experts in these areas. But a basic level of understanding helps identify relevant candidates, conduct meaningful interviews, and reduce the chances of hiring errors.
Practical Steps for Businesses
Improving cybersecurity awareness in HR is both achievable and beneficial. Here are some steps organisations can take:
- Provide cybersecurity awareness training tailored for HR roles
- Create structured screening templates with input from IT or security teams
- Review onboarding processes to include secure data handling
- Use tools and platforms that meet security standards for recruitment data
- Partner with recruitment specialists who understand the technical detail
By treating HR as part of your broader cybersecurity strategy, you strengthen your internal defences. You also show that your company values privacy and professionalism.
Our Approach
At Keen People, we believe in a human-centric approach to recruitment. This includes working closely with HR teams to make hiring safer, smarter, and more aligned with cybersecurity best practice.
We’ve helped UK businesses restructure their hiring processes, implement more secure workflows, and improve technical understanding across their teams. This not only protects the business. It also improves the quality of hires and reduces long-term turnover.
In cybersecurity recruitment, it’s not enough to fill roles quickly. The process itself must be secure. The people involved must understand the risks. And the outcome should support long-term growth and resilience.
Cybersecurity is no longer the sole responsibility of the IT department. Every team has a role to play. For HR, that role is critical. From candidate data to interview practices, the recruitment process carries sensitive information at every stage. A lack of awareness can lead to costly mistakes, while a well-informed HR team becomes a true asset to the business.
By equipping HR with the right knowledge, businesses can avoid legal pitfalls, attract the right talent, and create a culture of security from the inside out. We are here to support that journey through smart recruitment, deep sector insight, and a commitment to getting it right the first time.