“When it is difficult to find new talents, it is better to develop existing ones”
The most significant threat to cybersecurity for most enterprises may be related to personnel, and not to the system. The sudden wave of cybercrime, combined with ongoing problems with the IT workforce, has led to a shortage of cybersecurity skills, leaving companies without the necessary knowledge.
Some organizations completely lack dedicated cybersecurity personnel, while others have a small overloaded department trying to cope with huge workloads. Companies need to address the lack of talent to ensure security.
This article describes five strategies for attracting new employees and maximizing the return on the current workforce.
Look for potential, not experience
One of the frequent mistakes of the company when searching for employees is the omission of candidates with high potential and hiring experienced specialists. Years of work and certificates are ideal, but the current cybersecurity labor market is too small and competitive. The company should expand the search and include inexperienced prospective employees.
The search for applicants with certain degrees and certificates in the field of cybersecurity greatly reduces the field of activity. Expanding the search to include cybersecurity experience and education will help the company find talented candidates that are lacking in traditional search.
There are many specialists on the market who are able to meet the needs of business in cybersecurity. IT technologies are now included in the list of the most popular specialties, so companies can expect a lot of young promising applicants. Graduates may lack on-the-job experience, but they can get it with current staff.
Arrange a system of professional development and retraining
The company must recognize the importance of continuous on-the-job training. When it is difficult to find new talents, it is better to develop existing ones. The company can provide an opportunity for career growth or pay for an employee to receive new certificates and education.
Such on-the-job training will help turn a less experienced employee into an expert and help prevent staff turnover to retain current employees. According to the company’s report (ISC)2, due to the lack of career growth, 40% of cybersecurity professionals leave their jobs. This is more than in any other category.
The company must provide mobility and the opportunity to master new skills to retain its cybersecurity specialists. Providing opportunities for advanced training and retraining will also create the necessary work experience.
Create favorable conditions
Positions with more enticing advantages will attract more candidates. Competitive wages, health insurance and paid leave are good conditions to start with, but the company can do more.
Most IT security workers today want flexible working conditions. According to many IT specialists, the protection of remote employees has complicated the work. The desire to work from home is the second most common reason for employees to leave work. The company can interview employees and provide the necessary conditions to reduce staff turnover and attract new candidates.
Create a variety of posts
The shortage of cybersecurity specialists is real and may not be as significant as organizations think. Many companies overlook qualified candidates due to a lack of diversity in cybersecurity.
There are only 25% of women in cybersecurity, while the turnover rate for women in technical positions is significantly higher. Companies with an emphasis on creating a fairer, more comfortable and empowering workplace can change the statistics. Such an algorithm will attract much more frames.
As their diversity increases, jobs will become more attractive to many job seekers. In this case, it will be easier for the company to hire cybersecurity specialists.
Reduce the burden on employees
The company must prevent emotional burnout by reducing the workload of employees. The level of burnout in the industry is high, and many employees are stressed due to a large number of unresolved problems. 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 violations, and more thorough training is often enough to prevent it. If all employees comply with proper digital protection, cybersecurity services will have less to worry about.
Reducing the workload will allow even small teams of specialists to perform more tasks and will help mitigate the overall impact of a shortage of cybersecurity specialists.
Conclusion
It should be noted that the shortage of cybersecurity talent will not last forever.
Employees of IT companies will be able to obtain appropriate degrees and certificates as they are hired and realize the demand for IT specialists. Consequently, the available talents will gradually fill the existing gap and eliminate the shortage. Until the deficit is eliminated, companies have many options to mitigate the impact of a shortage of personnel and create a reliable cybersecurity team.
The five solutions described can help enterprises attract new cybersecurity specialists, retain existing employees, develop talents from within and solve the problem of shortage of employees. Companies can confidently approach their cybersecurity needs and remain protected.