Virtually everyone above the age of five should be concerned about the current state of cybersecurity. The projected global cybersecurity workforce shortage in 2021 exceeds 1.5 million, leaving less than three years to dramatically narrow the gap.
Security threats affect every facet of professional and personal data, targeting programs and networks through unauthorized access and/or damage.
Security breaches demonstrate blatant disrespect for the property of others, yet an IT security talent shortage is ever present. A significant cause of unfilled positions is the failure of businesses to think outside the box when identifying skills and training for prospective positions.
A college degree in computer science is not the only way to identify today’s IT threats. Organizations and leaders must come to the realization that there is a gap and they may not be able to recruit someone with 5+ years of skills that match perfectly with their environment.
After that realization sinks in, a plausible answer for filling cybersecurity positions with effective personnel is recruiting employees with diverse backgrounds. Their skills and knowledge create new ideas for fighting current hazards and stopping new security gaps before they occur.
Creative ways to overcome the cybersecurity shortage
The quickest and most effective way to shrink the gap is looking inside your organization for talent.
Leaders may be surprised at how many capable IT professionals are itching to gain experience in the space. Developing an effective training program can be challenging but there are many ways to pull it off.
Pay for these individuals to get certified, take courses, and attend security conferences – many individuals are willing to do this in addition to their day job.
Some characteristics of successful cybersecurity professionals cannot be taught in a classroom setting. Things like a curious mindset, risk oriented, intense passion for solving problems, and a high level of ethics are all things that can’t be taught.
Also, re-purposing employees from other tech departments could be a good way to cross-train and upgrade skillsets. For example, Network Engineers already have a security mindset so that would be an
Another benefit is they already know the environment and may be contributing at a high level before an experienced new-hire has had the opportunity acquaint themselves with the environment.
Revisit your job descriptions
Take time to do research on job board aggregators like indeed.com or google jobs to see if there are more trendy job titles.
For example, if you looking for a cybersecurity analyst to do IDS/IPS, type a boolean search within indeed such as:
(“intrusion detection” OR “ids” OR “ips”)
You may find that using a job title like Threat Hunter may be more trendy than Cybersecurity Analyst. Making simple adjustments like this to your job postings can help your company look more innovative and could result in higher quality candidates.
Another way to develop security talent is by putting a “security first” mindset for all IT roles.
This critical shift in thinking may slow down business, but will save money (and executives jobs) in the long run. By moving to a security first model, everyone within IT will play a critical role in securing a company’s (and their clients) most valuable assets, and begin closing that talent gap.
Sell your company to the IT Security candidate
Pitching your organization to future cybersecurity talent is just the beginning. You have to start by offering a compelling reason to the candidate on why they should want to work at your company. Generally, compensation and fringe benefits start this conversation.
Then follow it up with discussion around professional development and professional development. Lastly, you want to share the technical challenges of the role. Cybersecurity professionals are driven by interesting and challenging work.
Look at military veterans
Military veterans are disciplined, trainable, and come with the instincts to protect sensitive information. Consider hiring formal military personal for executive roles as they can help attract this particular talent pool.
In Conclusion
Hiring cybersecurity talent is hardest than it’s ever been, and there’s no signs of it getting easier anytime soon. Look to deploy the tips above to secure your next cybersecurity hire. The result will be more capable professionals and greater security for businesses and individuals alike.