THANK YOU FOR SUBSCRIBING
Enterprise Security Magazine | Thursday, November 17, 2022
Companies attempting to stay safe should address the cybersecurity talent shortage by adopting new strategies for attracting new talent and increasing the impact of their current workforce.
FREMONT, CA
A sudden cybercrime wave combined with longstanding tech labor challenges has created a cybersecurity skills gap, leaving companies without the needed expertise. Some companies lack dedicated security staff, while others have a small, overworked department trying to manage massive workloads. Businesses attempting to stay safe should address this talent shortage. They must focus on new strategies for attracting new employees and maximizing the impact of the current workforce.
Stay ahead of the industry with exclusive feature stories on the top companies, expert insights and the latest news delivered straight to your inbox. Subscribe today.
Look For Potential Over Experience
Companies should reduce their emphasis on overlooking applicants with high potential in favor of those with experience. As the current cybersecurity job market is small and competitive, businesses should expand their search to include less-experienced workers who can grow into top talent.
Seeking recruits with specific cybersecurity degrees and certifications will narrow the field. Broadening horizons to include security-adjacent experience and education will aid companies in finding skilled candidates that traditional searches cannot. There are many available workers to fill businesses’ cybersecurity needs. Computer science is one of the most valuable college majors, so companies can expect many young and promising graduates to enter the workforce. Although they lack on-the-job experience, they can gain it under the current staff.
Focus on Upskilling and Reskilling
Businesses must identify the importance of ongoing learning within the workplace. When outside talent is difficult to find, it is better to encourage it from within. Companies can achieve this by providing career development opportunities or paying workers for new certifications and education.
This on-the-job training will assist turn less-experienced employees into experts. Furthermore, it will keep existing workers satisfied in their positions, preventing turnover. A lack of growth opportunities accounts for more security professionals leaving their jobs than any other category.
Companies should provide upward mobility and chances to learn new skills to keep their security experts. Offering these upskilling and reskilling opportunities will develop experience, so recruiters do not have to look for it from the beginning.
Make Security Positions Enticing
Some potential solutions to the talent gap are more explicit. For example, positions with more exciting benefits will attract more applicants. Competitive pay, healthcare coverage, and paid time off are better options.
Today, many IT security workers need flexible work arrangements. Many security professionals say securing remote employees has made their jobs more difficult. On the other hand, many want the work-from-home opportunity. This desire is a primary reason for cybersecurity professionals to leave their jobs. Companies should determine what they must offer by surveying existing workers. Offering the security that employees demand will reduce turnover and attract new employees.
With more people earning relevant certifications as they enter the workforce and realizing the security workers' demand, the available talent will increase and resolve the current shortage. Until then, companies have many options for alleviating this impact and developing a happy cybersecurity team.
More in News