4 Steps to Choose the Right Information Security Recruiter

Overview

The primary objective of this article is to provide a structured methodology for selecting the most suitable information security recruiter. It delineates four crucial steps:

1. Understanding the recruiter’s role
2. Identifying IT project requirements
3. Evaluating recruiters based on their expertise and compatibility
4. Establishing effective communication

Collectively, these steps empower organisations to navigate the hiring process adeptly, securing the right talent in a landscape characterised by rapid growth and increasing complexity. By implementing these proven strategies, companies can enhance their recruitment efforts and ensure they are equipped with the necessary expertise to meet their IT project demands.

Introduction

In the rapidly evolving landscape of cybersecurity, the role of information security recruiters has become increasingly crucial. These specialised professionals not only identify and attract top talent but also navigate the complexities of a field marked by a significant skills gap and growing demand for expertise.

With a staggering 77% increase in cybersecurity job openings since 2010, organisations are turning to recruiters who possess a deep understanding of the industry’s nuances, from threat analysis to regulatory compliance. As companies strive to safeguard their digital assets, the insights and connexions provided by skilled recruiters are essential for building resilient teams capable of addressing modern security challenges.

What challenges do you face in your recruitment efforts? This article delves into the multifaceted responsibilities of information security recruiters, the strategies for identifying IT project requirements, and the importance of effective communication in fostering successful recruitment partnerships.

Understand the Role of an Information Security Recruiter

An information security specialist plays a pivotal role in sourcing individuals equipped to safeguard an organisation’s digital assets. With the increasing complexity of cyber security roles, these recruiters possess a deep understanding of essential skills such as threat analysis, risk management, and regulatory compliance. Their key responsibilities include:

• Identifying Talent: Actively seeking candidates with relevant certifications, such as CISSP and CEH, along with substantial experience in cyber security.
• Understanding Market Trends: Staying updated on the latest cyber security threats and technologies to effectively match applicants with job requirements.
• Building Relationships: Cultivating connexions with both candidates and employers to ensure successful placements.

At Bristow Holland, we maximise your appeal to employers by ensuring your external profile is up-to-date and showcases what makes you unique. We polish your CV and LinkedIn profile, aligning them for maximum impact. The demand for skilled cyber security professionals is underscored by a 77% increase in cyber security job openings in the U.S. since 2010, reflecting the industry’s urgent need for expertise. Furthermore, 25% of Chief Information Security Officers (CISOs) express concerns about supply chain security, emphasising the critical nature of these roles. As organisations navigate the complexities of digital asset protection, the value of specialised information security recruiters becomes more evident. They not only facilitate the hiring process as an information security recruiter but also contribute to the overall security posture of businesses by ensuring that the right talent is in place to address evolving threats.

Amit Doshi states, “Driven by a vision to bridge the cyber security talent gap, I’m dedicated to fostering a community where budding enthusiasts and seasoned experts come together.” This perspective highlights the importance of collaboration in addressing the talent shortage in cyber security.

Our commitment to clear communication and personalised candidate support is reflected in the positive feedback from our candidates, who appreciate our empathetic approach and dedication to their success. A case study on data protection and privacy recruitment illustrates this impact, as Bristow Holland successfully connects organisations with experts in roles such as Data Protection Officers and Data Privacy Lawyers, helping them comply with regulations and protect sensitive information. Additionally, with 55% of respondents expecting a more diverse workforce in the next two years, the role of information security professionals is vital in promoting inclusivity in the tech industry. By understanding these dynamics, organisations can fully appreciate the strategic advantage that a dedicated information security specialist brings to their hiring efforts.

Identify Your IT Project Requirements

To effectively identify your IT project requirements, follow these essential steps:

1. Conduct a Needs Assessment: Engage with stakeholders to gather insights on the specific skills and experience necessary for the project. This should encompass both technical and soft skills, as well as any industry-specific knowledge that may be relevant. Holland’s information security recruiters can assist in identifying these needs, leveraging their extensive knowledge of the tech industry to ensure that all critical aspects are covered.
2. Create a Detailed Job Description: Develop a comprehensive outline that includes the responsibilities, qualifications, and expectations for the role. Clearly specify the technologies and methodologies the applicant should be proficient in, as this clarity is crucial for attracting the right talent. Utilising resources like Mosh JD can help streamline this process by providing a centralised job description database. Bristow Holland can also provide insights into the current market trends and expectations, ensuring your job description is competitive.
3. Prioritise Requirements: Distinguish between essential and desirable skills. This prioritisation enables you to focus your hiring efforts on candidates who fulfil the essential requirements of the project, thus enhancing the chances of successful placements. Significantly, 43% of employers face challenges in adhering to international labour regulations during global hiring initiatives, making this prioritisation even more crucial in the cybersecurity field. Holland’s expertise in specialised tech roles can assist you in navigating these complexities effectively.
4. Review and Revise: Continuously update the requirements based on feedback from the hiring process and any shifts in project scope. This iterative approach ensures that your job descriptions remain relevant and aligned with current needs. With Bristow Holland’s rapid applicant shortlisting process, you can swiftly adjust to changes and guarantee that your information security recruiter is consistently aiming for the right talent by clearly outlining these requirements, which enables them to have a comprehensive understanding of what is essential, resulting in more efficient talent sourcing. Notably, 60% of companies reported an increase in their time-to-hire in 2024, underscoring the importance of a well-structured recruitment process. Furthermore, almost half of job seekers find application procedures excessively complex, which can result in disengagement; hence, providing essential information upfront in job descriptions is crucial for attracting the interest of qualified individuals. Moreover, 52% of talent acquisition teams employ centralised texting platforms for applicant communication, improving clarity and engagement throughout the hiring process. Bristow Holland is recognised for its outstanding levels of service and customer care, ensuring that both candidates and employers feel informed and supported throughout the hiring process.

Evaluate Recruiters Based on Expertise and Fit

When evaluating potential information security recruiters, it is imperative to consider several key criteria:

1. Industry Experience: Seek professionals with a robust background in cybersecurity hiring. Their understanding of the field’s intricacies and the specific skills required is vital, especially given the projected demand for an additional 4 million cybersecurity professionals by 2024 to bridge the ongoing skills gap. Notably, as of April 2023, there were nearly 700,000 cybersecurity jobs listed online in the U.S., reflecting a staggering 77% increase since 2010. This underscores the urgent need for an information security recruiter to effectively recruit in this sector.

2. Client Testimonials and Case Studies: Scrutinise feedback from previous clients to gauge the recruiter’s effectiveness and reliability. Positive testimonials, such as those from Bristow Holland, often indicate a strong reputation within the industry, highlighting their commitment to clear communication and tailored support. For instance, Dean Saville remarked, “Kept up to date every step of the way. Clear communication regarding progress and next steps through the interviews and job offer.” This aspect can significantly influence recruitment success rates in 2025, particularly as the global cybersecurity workforce continues to expand amid a considerable skills gap.

3. Cultural Fit: Evaluate whether the hiring professional’s approach aligns with your organisation’s values and culture. An individual who comprehends your company culture will be more adept at identifying candidates likely to thrive in your environment. Bristow Holland’s focus on empathy and understanding can foster better retention and performance, which is especially crucial in a rapidly evolving field.

4. Communication Skills: Assess the recruiter’s communication capabilities. Effective communication is essential for a seamless hiring process, ensuring that all parties remain informed throughout. As highlighted in testimonials, this company excels in keeping candidates updated at every stage, a critical factor for both organisations and candidates navigating the complexities of IT hiring.

By meticulously evaluating these aspects, you can select an information security recruiter who not only understands the technical requirements of cybersecurity positions but also aligns with your organisational culture, ultimately enhancing your hiring strategy.

Establish Effective Communication and Relationship Dynamics

To establish effective communication and relationship dynamics with your information security recruiter, consider the following guidelines:

1. Set Clear Expectations: Begin the hiring process by discussing your goals, timelines, and specific requirements. This clarity is crucial in preventing misunderstandings and aligning both parties from the start, especially given Bristow Holland’s commitment to matching the right talent with the right roles. As evidenced by testimonials from satisfied clients like Stuart Barnett, Technical Director at Wi-Q, who noted that without Bristow Holland, they wouldn’t have a team.
2. Regular Cheque-Ins: Schedule consistent meetings to review progress, address challenges, and make necessary adjustments to the hiring strategy. Regular cheque-ins significantly influence hiring success rates, ensuring that everyone remains aligned and informed throughout the process. Notably, 25% of applicants receive no preparation at all before they arrive for a job interview, which underscores the importance of preparation and communication in the hiring process. Bristow Holland’s customised strategy ensures that applicants are well-prepared, enhancing their chances of success.
3. Provide Feedback: Constructive input on applicants presented by the hiring manager is essential. This practise not only helps refine the search but also enables the recruiter to better understand your preferences, ultimately leading to more suitable candidate matches. Candidates who were invited to provide feedback after the interview were 65% more likely to refer others, highlighting the significance of feedback in the hiring process. Holland values this feedback loop, which contributes to their exceptional service and customer care.
4. Be Open and Honest: Cultivating a culture of transparency allows both parties to discuss challenges and successes freely. This transparency fosters trust and enhances collaboration, which is essential for effective hiring. Holland prides itself on exceptional service and customer care, making this transparency even more impactful.

Additionally, utilising social media in hiring can enhance communication and engagement. A case study indicates that 94% of recruiters utilise platforms such as LinkedIn, Facebook, and Twitter to source applicants, demonstrating how these tools can enhance better interactions. Bristow Holland employs these platforms to connect with top-tier talent efficiently.

By emphasising these communication strategies, you can improve the hiring process with Bristow Holland, ensuring that suitable individuals are recognised and involved. Organisations that utilise effective communication in hiring processes see improved outcomes, including higher retention rates and increased candidate engagement. Furthermore, a data-driven recruitment strategy that promotes diversity, equity, and inclusion can significantly enrich the talent pool, aligning with the evolving demands of the technology sector.

Conclusion

In the dynamic field of cybersecurity, the significance of specialised information security recruiters is paramount. These professionals are not only tasked with sourcing and attracting top talent but also play a crucial role in bridging the skills gap that currently afflicts the industry. With the demand for cybersecurity expertise escalating—evidenced by a staggering 77% increase in job openings since 2010—organisations must depend on recruiters who comprehend the unique challenges and requirements of this critical sector.

Effective recruitment in cybersecurity commences with a precise identification of project requirements, ensuring that candidates possess both the technical skills and the cultural fit essential for success. This process encompasses detailed job descriptions, prioritisation of essential qualifications, and ongoing refinement based on feedback. By fostering a robust communication dynamic between employers and recruiters, organisations can enhance their recruitment strategies and elevate candidate engagement.

Ultimately, the role of information security recruiters transcends mere hiring; they significantly contribute to the overall security posture of organisations by ensuring that the right talent is positioned to address evolving threats. As the cybersecurity landscape continues to transform, the collaboration between recruiters and organisations will be vital in constructing resilient teams capable of safeguarding digital assets. Emphasising the necessity for effective communication, relationship-building, and an understanding of market trends will empower companies to navigate this complex recruitment landscape successfully, thereby supporting their long-term security objectives.

Frequently Asked Questions

What is the role of an information security specialist in recruitment?

An information security specialist is responsible for sourcing individuals who can safeguard an organisation’s digital assets, focusing on skills such as threat analysis, risk management, and regulatory compliance.

What are the key responsibilities of information security recruiters?

Their key responsibilities include identifying talent with relevant certifications and experience, understanding market trends related to cyber security, and building relationships with candidates and employers for successful placements.

What certifications do information security recruiters look for in candidates?

Recruiters typically seek candidates with certifications such as CISSP (Certified Information Systems Security Professional) and CEH (Certified Ethical Hacker), along with substantial experience in cyber security.

How does Bristow Holland assist candidates in the recruitment process?

Bristow Holland maximises candidates’ appeal to employers by updating their external profiles, polishing their CVs and LinkedIn profiles, and aligning them for maximum impact.

What trends indicate the demand for cyber security professionals?

There has been a 77% increase in cyber security job openings in the U.S. since 2010, highlighting the urgent need for skilled professionals in the industry.

What concerns do Chief Information Security Officers (CISOs) have regarding cyber security?

25% of CISOs express concerns about supply chain security, underscoring the critical nature of information security roles.

How does collaboration contribute to addressing the cyber security talent gap?

Amit Doshi emphasises the importance of fostering a community where both budding enthusiasts and seasoned experts can come together to bridge the cyber security talent gap.

What feedback do candidates provide about Bristow Holland’s recruitment approach?

Candidates appreciate Bristow Holland’s empathetic approach and dedication to their success, reflecting a commitment to clear communication and personalised support.

How does Bristow Holland contribute to data protection and privacy recruitment?

Bristow Holland successfully connects organisations with experts in roles such as Data Protection Officers and Data Privacy Lawyers, helping them comply with regulations and protect sensitive information.

What is the expectation for diversity in the workforce within the next two years?

55% of respondents expect a more diverse workforce in the next two years, highlighting the role of information security professionals in promoting inclusivity in the tech industry.

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It delineates four crucial steps:\n\n1. Understanding the recruiter’s role\n2. Identifying IT project requirements\n3. Evaluating recruiters based on their expertise and compatibility\n4. Establishing effective communication\n\nCollectively, these steps empower organisations to navigate the hiring process adeptly, securing the right talent in a landscape characterised by rapid growth and increasing complexity. By implementing these proven strategies, companies can enhance their recruitment efforts and ensure they are equipped with the necessary expertise to meet their IT project demands.\n\n## Introduction\nIn the rapidly evolving landscape of cybersecurity, the role of information security recruiters has become increasingly crucial. These specialised professionals not only identify and attract top talent but also navigate the complexities of a field marked by a significant skills gap and growing demand for expertise. \n\nWith a staggering 77% increase in cybersecurity job openings since 2010, organisations are turning to recruiters who possess a deep understanding of the industry’s nuances, from threat analysis to regulatory compliance. As companies strive to safeguard their digital assets, the insights and connexions provided by skilled recruiters are essential for building resilient teams capable of addressing modern security challenges. \n\nWhat challenges do you face in your recruitment efforts? This article delves into the multifaceted responsibilities of information security recruiters, the strategies for identifying IT project requirements, and the importance of effective communication in fostering successful recruitment partnerships.\n\n## Understand the Role of an Information Security Recruiter\nAn information security specialist plays a pivotal role in sourcing individuals equipped to safeguard an organisation’s digital assets. With the increasing complexity of cyber security roles, these recruiters possess a deep understanding of essential skills such as threat analysis, risk management, and regulatory compliance. Their key responsibilities include:\n\n* Identifying Talent: Actively seeking candidates with relevant certifications, such as CISSP and CEH, along with substantial experience in cyber security.\n* Understanding Market Trends: Staying updated on the latest cyber security threats and technologies to effectively match applicants with job requirements.\n* Building Relationships: Cultivating connexions with both candidates and employers to ensure successful placements.\n\nAt Bristow Holland, we maximise your appeal to employers by ensuring your external profile is up-to-date and showcases what makes you unique. We polish your CV and LinkedIn profile, aligning them for maximum impact. The demand for skilled cyber security professionals is underscored by a [77% increase in cyber security job openings](https://stationx.net/cyber-security-job-statistics) in the U.S. since 2010, reflecting the industry’s urgent need for expertise. Furthermore, 25% of Chief Information Security Officers (CISOs) express concerns about supply chain security, emphasising the critical nature of these roles. As organisations navigate the complexities of digital asset protection, the value of specialised information security recruiters becomes more evident. They not only facilitate the hiring process as an information security recruiter but also contribute to the overall security posture of businesses by ensuring that the right talent is in place to address evolving threats.\n\nAmit Doshi states, \”Driven by a vision to bridge the cyber security talent gap, I\u2019m dedicated to fostering a community where budding enthusiasts and seasoned experts come together.\” This perspective highlights the importance of collaboration in addressing the talent shortage in cyber security.\n\nOur commitment to clear communication and personalised candidate support is reflected in the positive feedback from our candidates, who appreciate our empathetic approach and dedication to their success. A case study on data protection and privacy recruitment illustrates this impact, as Bristow Holland successfully connects organisations with experts in roles such as Data Protection Officers and Data Privacy Lawyers, helping them comply with regulations and protect sensitive information. Additionally, with 55% of respondents expecting a more diverse workforce in the next two years, the role of information security professionals is vital in promoting inclusivity in the tech industry. By understanding these dynamics, organisations can fully appreciate the strategic advantage that a dedicated information security specialist brings to their hiring efforts.\n\n\n## Identify Your IT Project Requirements\nTo effectively identify your IT project requirements, follow these essential steps:\n\n1. **Conduct a Needs Assessment**: Engage with stakeholders to gather insights on the specific skills and experience necessary for the project. This should encompass both technical and soft skills, as well as any industry-specific knowledge that may be relevant. Holland’s information security recruiters can assist in identifying these needs, leveraging their extensive knowledge of the tech industry to ensure that all critical aspects are covered.\n2. **Create a Detailed Job Description**: Develop a comprehensive outline that includes the responsibilities, qualifications, and expectations for the role. Clearly specify the technologies and methodologies the applicant should be proficient in, as this clarity is crucial for attracting the right talent. Utilising resources like Mosh JD can help streamline this process by providing a centralised job description database. Bristow Holland can also provide insights into the current market trends and expectations, ensuring your job description is competitive.\n3. **Prioritise Requirements**: Distinguish between essential and desirable skills. This prioritisation enables you to focus your hiring efforts on candidates who fulfil the essential requirements of the project, thus enhancing the chances of successful placements. Significantly, 43% of employers face challenges in adhering to international labour regulations during [global hiring initiatives](https://www.bristowholland.com/insights/cybersecurity-talent-acquisition/how-to-use-ai-apply-to-streamline-your-job-applications-a-step-by-step-guide/), making this prioritisation even more crucial in the cybersecurity field. Holland’s expertise in specialised tech roles can assist you in navigating these complexities effectively.\n4. **Review and Revise**: Continuously update the requirements based on feedback from the hiring process and any shifts in project scope. This iterative approach ensures that your job descriptions remain relevant and aligned with current needs. With Bristow Holland’s rapid applicant shortlisting process, you can swiftly adjust to changes and guarantee that your information security recruiter is consistently aiming for the right talent by clearly outlining these requirements, which enables them to have a comprehensive understanding of what is essential, resulting in more efficient talent sourcing. Notably, 60% of companies reported an increase in their time-to-hire in 2024, underscoring the importance of a well-structured recruitment process. Furthermore, almost half of job seekers find application procedures excessively complex, which can result in disengagement; hence, providing essential information upfront in job descriptions is crucial for attracting the interest of qualified individuals. Moreover, 52% of talent acquisition teams employ centralised texting platforms for applicant communication, improving clarity and engagement throughout the hiring process. Bristow Holland is recognised for its outstanding levels of service and customer care, ensuring that both candidates and employers feel informed and supported throughout the hiring process.\n\n\n## Evaluate Recruiters Based on Expertise and Fit\nWhen evaluating potential information security recruiters, it is imperative to consider several key criteria:\n\n1. Industry Experience: Seek professionals with a robust background in cybersecurity hiring. Their understanding of the field’s intricacies and the specific skills required is vital, especially given the projected demand for an additional 4 million cybersecurity professionals by 2024 to bridge the ongoing skills gap. Notably, as of April 2023, there were nearly 700,000 cybersecurity jobs listed online in the U.S., reflecting a staggering 77% increase since 2010. This underscores the urgent need for an information security recruiter to effectively recruit in this sector.\n\n2. Client Testimonials and Case Studies: Scrutinise feedback from previous clients to gauge the recruiter’s effectiveness and reliability. Positive testimonials, such as those from Bristow Holland, often indicate a strong reputation within the industry, highlighting their commitment to clear communication and tailored support. For instance, Dean Saville remarked, \”Kept up to date every step of the way. Clear communication regarding progress and next steps through the interviews and job offer.\” This aspect can significantly influence recruitment success rates in 2025, particularly as the [global cybersecurity workforce](https://stationx.net/cyber-security-job-statistics) continues to expand amid a considerable skills gap.\n\n3. Cultural Fit: Evaluate whether the hiring professional’s approach aligns with your organisation’s values and culture. An individual who comprehends your company culture will be more adept at identifying candidates likely to thrive in your environment. Bristow Holland’s focus on empathy and understanding can foster better retention and performance, which is especially crucial in a rapidly evolving field.\n\n4. Communication Skills: Assess the recruiter’s communication capabilities. Effective communication is essential for a seamless hiring process, ensuring that all parties remain informed throughout. As highlighted in testimonials, this company excels in keeping candidates updated at every stage, a critical factor for both organisations and candidates navigating the complexities of IT hiring.\n\nBy meticulously evaluating these aspects, you can select an information security recruiter who not only understands the technical requirements of cybersecurity positions but also aligns with your organisational culture, ultimately enhancing your hiring strategy.\n## Establish Effective Communication and Relationship Dynamics\nTo establish effective communication and relationship dynamics with your information security recruiter, consider the following guidelines:\n\n1. **Set Clear Expectations**: Begin the hiring process by discussing your goals, timelines, and specific requirements. This clarity is crucial in preventing misunderstandings and aligning both parties from the start, especially given Bristow Holland’s commitment to matching the right talent with the right roles. As evidenced by testimonials from satisfied clients like Stuart Barnett, Technical Director at Wi-Q, who noted that without Bristow Holland, they wouldn\u2019t have a team.\n2. **Regular Cheque-Ins**: Schedule consistent meetings to review progress, address challenges, and make necessary adjustments to the hiring strategy. Regular cheque-ins significantly influence hiring success rates, ensuring that everyone remains aligned and informed throughout the process. Notably, 25% of applicants receive no preparation at all before they arrive for a job interview, which underscores the importance of preparation and communication in the hiring process. Bristow Holland’s customised strategy ensures that applicants are well-prepared, enhancing their chances of success.\n3. **Provide Feedback**: Constructive input on applicants presented by the hiring manager is essential. This practise not only helps refine the search but also enables the recruiter to better understand your preferences, ultimately leading to more suitable candidate matches. Candidates who were invited to provide feedback after the interview were 65% more likely to refer others, highlighting the significance of feedback in the hiring process. Holland values this feedback loop, which contributes to their exceptional service and customer care.\n4. **Be Open and Honest**: Cultivating a culture of transparency allows both parties to discuss challenges and successes freely. This transparency fosters trust and enhances collaboration, which is essential for effective hiring. Holland prides itself on exceptional service and customer care, making this transparency even more impactful.\n\nAdditionally, utilising social media in hiring can enhance communication and engagement. A case study indicates that 94% of recruiters utilise platforms such as LinkedIn, Facebook, and Twitter to source applicants, demonstrating how these tools can enhance better interactions. Bristow Holland employs these platforms to connect with top-tier talent efficiently.\n\nBy emphasising these communication strategies, you can improve the hiring process with Bristow Holland, ensuring that suitable individuals are recognised and involved. Organisations that utilise effective communication in hiring processes see improved outcomes, including higher retention rates and [increased candidate engagement](https://recruitcrm.io/blogs/candidate-experience-statistics). Furthermore, [a data-driven recruitment strategy](https://bristowholland.com/about) that promotes diversity, equity, and inclusion can significantly enrich the talent pool, aligning with the evolving demands of the technology sector.\n\n\n\n## Conclusion\nIn the dynamic field of cybersecurity, the significance of specialised information security recruiters is paramount. These professionals are not only tasked with sourcing and attracting top talent but also play a crucial role in bridging the skills gap that currently afflicts the industry. With the demand for cybersecurity expertise escalating\u2014evidenced by a staggering 77% increase in job openings since 2010\u2014organisations must depend on recruiters who comprehend the unique challenges and requirements of this critical sector. \n\nEffective recruitment in cybersecurity commences with a precise identification of project requirements, ensuring that candidates possess both the technical skills and the cultural fit essential for success. This process encompasses detailed job descriptions, prioritisation of essential qualifications, and ongoing refinement based on feedback. By fostering a robust communication dynamic between employers and recruiters, organisations can enhance their recruitment strategies and elevate candidate engagement. \n\nUltimately, the role of information security recruiters transcends mere hiring; they significantly contribute to the overall security posture of organisations by ensuring that the right talent is positioned to address evolving threats. As the cybersecurity landscape continues to transform, the collaboration between recruiters and organisations will be vital in constructing resilient teams capable of safeguarding digital assets. Emphasising the necessity for effective communication, relationship-building, and an understanding of market trends will empower companies to navigate this complex recruitment landscape successfully, thereby supporting their long-term security objectives.\n\n::iframe[https://iframe.tely.ai/cta/eyJhcnRpY2xlX2lkIjogIjY4MmU2OTMyOWExMjE2Yjk1N2JlYmExMSIsICJjb21wYW55X2lkIjogIjY3ZTQxYWY2NTQyMzA3MjhlNDk1MzBlYSIsICJpbmRleCI6IG51bGx9]{width=\”100%\” height=\”300px\”}”}