“When it’s hard to find new talent, it’s better to develop existing talent.”
The most significant cybersecurity threat to most businesses may be in the workforce, not the system. The sudden wave of cybercrime, combined with ongoing IT workforce issues, has led to a lack of cybersecurity skills, leaving companies without the necessary expertise.
Some organizations completely lack a dedicated cybersecurity staff, while others have a small, overburdened department struggling to cope with a huge workload. Companies need to address the shortage of security talent.
This article outlines five strategies for attracting new employees and maximizing the impact of the current workforce.
Look for potential, not experience
One of the common mistakes companies make when searching for employees is missing out on candidates with high potential and hiring experienced professionals. Years of experience and certifications are ideal, but the current cybersecurity job market is too small and competitive. The enterprise should broaden its search to include inexperienced prospects.
Searching for applicants with certain cybersecurity degrees and certifications greatly reduces the field. Expanding the search to include cybersecurity experience and education will help the company find talented candidates that traditional searches miss.
There are many professionals on the market who can meet the cybersecurity needs of businesses. IT is now on the list of the most in-demand specialties, so companies can expect plenty of young, promising applicants. Graduates may lack on-the-job experience, but they can get it with the current workforce.
Establish a system of professional development and retraining
The business should recognize the importance of ongoing on-the-job training. When new talent is hard to find, it is better to develop existing talent. The company can provide opportunities for career advancement or pay the employee to obtain new certifications and education.
Such on-the-job training can help turn a less experienced employee into an expert and help prevent turnover to retain current employees. According to a company report (ISC)², 40% of cybersecurity professionals leave their jobs due to lack of career advancement. That’s more than in any other category.
Companies must provide mobility and opportunities to learn new skills to retain their cybersecurity professionals. Providing professional development and retraining opportunities will also create the necessary work experience.
Create lucrative benefits
Positions with more enticing benefits will attract more candidates. Competitive pay, health insurance and paid vacation are good terms to start with, but the company can do more.
Most IT security workers today want flexible working conditions. According to many IT professionals, protecting remote employees has made it harder to work. The desire to work from home is the second most common reason employees leave their jobs. A company can survey employees and provide the necessary accommodations to reduce turnover and attract new candidates.
Create a diversity of positions
The shortage of cybersecurity professionals is real and may not be as significant as organizations think. Many companies overlook qualified candidates because of the lack of diversity in cybersecurity.
Women in cybersecurity are only 25%, with turnover rates for women in technical roles significantly higher. Companies with an emphasis on creating a fairer, more comfortable and empowering workplace can change the statistics. Such an algorithm would attract many more employees.
As their diversity increases, jobs will become more attractive to many job seekers. It will then be easier for a business to hire cybersecurity professionals.
Reduce the workload of your employees
An enterprise should prevent emotional burnout by reducing the workload of employees. Burnout rates in the industry are high, and many employees are stressed because of the large number of unresolved issues. A company can develop a cybersecurity culture and eliminate burnout.
Cybersecurity should be a shared responsibility of all employees. Phishing alone accounts for more than a third of breaches, and more training is often enough to prevent it. If all employees maintain proper digital security, cybersecurity services will have less to worry about.
Reducing workloads will allow even small teams of professionals to perform more tasks and help mitigate the overall impact of the cybersecurity talent shortage.
Conclusion
It should be noted that the cybersecurity talent shortage will not last forever.
IT employees will be able to obtain appropriate degrees and certifications as they are hired and realize the demand for IT professionals. Consequently, the available talent will gradually fill the existing gap and eliminate the shortage. Until the gap is addressed, companies have many options to mitigate the impact of talent shortages and build a robust cybersecurity team.
The five solutions outlined can help businesses attract new cybersecurity talent, retain current employees, develop talent from within and address employee shortages. Companies can approach their cybersecurity needs with confidence and stay protected.
