There are few career paths that hold as many exciting job opportunities for new and experienced candidates as cybersecurity. Companies and government agencies large and small are increasing their cybersecurity investments, and expanding their security departments. But an air of desperation hangs over the industry because the gap between the numbers of openings and available skilled candidates is in the millions. If your organization is struggling to fill cybersecurity positions, our new whitepaper can help you address your immediate needs and build a pipeline of qualified candidates for the future.
Follow this link to download the free paper entitled “What You Can Do Right Now to Solve the Industry’s Cyber Skills Shortage”.
Too many openings, too few candidates
According to the (ISC)² 2019 Cybersecurity Workforce Study, there are currently 2.8 million cybersecurity professionals worldwide. Yet, it will take a 145% increase in that number to fill the estimated need for 4.07 million cybersecurity professionals.
And the problem grows worse year after year. A survey fielded by the Information Systems Security Association (ISSA) and Enterprise Strategy Group (ESG) found the skills shortage is worsening for the third year in a row, impacting approximately 74% of organizations. The most acute skills shortages were seen in cloud security (33%), application security (32%) and security analysis and investigations (30%).
Unicorns are mythical creatures
Finding candidates is not as simple as posting a job ad and wait for the resumes to arrive. Consider that until recently, cybersecurity was not an accredited major at many universities. Think about how many engineers or computer science majors who did not have the option to study cybersecurity while in school. This has to inform your approach to recruiting. You’re unlikely to find many “unicorns” who possess all the experience and skill-sets you ideally like to see.
The first steps to fill any opening are to identify your realistic minimum requirements for an open position, and implement a training program to help new hires acquire additional skills. Beyond providing these upskilling resources to employees, foster an environment that encourages them to pursue opportunities to earn industry certifications and network with their colleagues. Set aside budget dollars to help offset the costs of achieving certification boot camps and attending events like Black Hat and BSides.
Hiring new employees is only half the battle. That’s why our whitepaper provides guidance on compensation, networking, how to ensure diversification in your candidate pool, and when to consider outsourcing.