Mitigating the Cybersecurity Talent Crisis
Currently, the cybersecurity space is experiencing a gap in the number of talent available. Organizations are scrambling to design new recruitment and retention strategies in the wake of this crisis. According to a report by Capgemini’s Digital Transformation Institute, a research center dedicated to studying the impact of digital technology on large businesses, the demand for skills comprising digital leadership and cybersecurity was not equal to the internal supply. “Spending months rather than weeks looking for suitable candidates is not only inefficient, it also leaves the organization dangerously exposed to rising incidents of cybercrime,” remarks Mike Turnet, COO of Capgemini’s Cybersecurity Global Service Line. The report recommends a series of tactical priorities to help organizations protect themselves from cyber threats.
First and foremost, companies must assess their posture with regards to security and the culture of the teams responsible for ensuring the safety of data. Another priority that is overlooked while trying to recruit new talent is recognizing the existing talent within the organization. Candidates with adaptable skillsets and complementary functions can be trained to perform cybersecurity roles. Furthermore, companies should embed security into every service and application to enable company-wide adoption of best practices. Going beyond traditional recruitment strategies, organizations need to consider candidates with unconventional traits and skills. For instance, people involved in math roles are often highly skilled in pattern recognition, numerical problem solving and follow a methodical approach to work, all of which are useful for best cybersecurity practice. Finally, to ensure the talent gap from increasing, existing cybersecurity employees need to be retained. Such employees value flexible working arrangements, training and prioritize a clear career progression.
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