Recruiting top talent for technical and data roles in the cybersecurity sector is essential for protecting organizations from cyber threats. However, it’s not an easy task. The industry is facing several challenges that can make it difficult to find and retain the right people for the job.
There has been a trend towards businesses making cybersecurity their priority technology investment area in recent years. Many of these projects and investments are strategic, long-term, and tightly aligned with the broader digital transformation strategy. According to recent findings, there is a continued appetite to invest in cybersecurity, with 56% of CISOs reporting that they expect to see their budgets increase in 2023. 29% expect to do more with the same, and only 15% anticipate having to find cost efficiencies in their budget.
Despite this increase in investment, the acceleration towards digital transformation is creating challenges for some CISOs as they seek to implement the necessary controls to defend their critical assets. 47% of security leaders in our sample reported that they felt cybersecurity investment is struggling to keep pace with digital business.
One of the biggest challenges in the recruitment of cybersecurity professionals is the lack of diversity in the cybersecurity workforce. According to the (ISC)² Workforce survey, 78% of the workforce is male, and 64% are not ethnically diverse. This lack of diversity can limit the pool of candidates and result in a homogeneous workforce that lacks varied perspectives and ideas. To address this issue, organizations need to actively recruit from diverse talent pools, promote inclusive company cultures, and offer opportunities for career development and growth.
Another challenge is the increasing skill gap in the industry. The ever-changing landscape of cyber threats means that companies’ requirements for cybersecurity professionals continue to grow longer and more complex. This can discourage valuable talent from applying or engaging. To overcome this challenge, organizations should focus on offering opportunities for continuous learning and development, as well as flexible work arrangements that allow employees to keep up with industry trends and emerging technologies.
Financial constraints are also a common problem in the cybersecurity sector. The competition for cyber skills is high, and counter-offers are highly likely. Money talks, and organizations must be prepared to offer competitive salaries and benefits packages to attract and retain top talent. Additionally, offering bonuses or other incentives can help incentivize employees to stay with the organization and work towards long-term goals.
Slow recruitment processes can also hinder the hiring of top talent. Long job descriptions, lack of clarity on what good looks like, interview delays, and bottlenecks can all contribute to a poor candidate experience and discourage candidates from accepting job offers. To address this challenge, organizations must streamline their recruitment processes, clearly define their hiring criteria, and offer flexibility in their interview scheduling.
The cybersecurity talent pool
What are related skills and titles for this talent?
Cyber Security Analyst
Cyber Security Specialist
Talent challenges in building a high performing cybersecurity function
Recruiting the right talent for cybersecurity roles has become increasingly challenging in recent years due to the ever-changing cyber threat landscape. Building a high-performing cybersecurity function requires not only hiring the best talent but also ensuring that their skills stay up-to-date.
One of the biggest challenges facing security leaders is the ability to keep their internal skills relevant and up-to-date. Cybersecurity is evolving at such a rapid pace that even the most experienced security professionals can quickly become outdated. Hiring the best security professionals with field experience is a good start, but their knowledge can degrade over time. Moreover, once they join an organization, they become solely focused on that organization, missing out on valuable experience and context they would gain if they worked for a vendor providing services to multiple organizations.
To overcome this challenge, high-performing security functions are investing more heavily and consistently in upskilling and reskilling. Security leaders can take immediate action to tackle this challenge by investing in upskilling and reskilling platforms. Hosting internal competitions based on fictional scenarios can also help keep the team sharp and aware.
Another significant challenge for CISOs is the lack of experienced professionals to fill internal positions. According to a recent report, the global cybersecurity shortage currently stands at 3.4 million. In response, many organizations are reskilling their existing employees from similar functions with adjacent skill sets. For instance, an IT engineer can be fast-tracked through cybersecurity training to fill tier-one SOC Analyst roles or even junior penetration testing roles.
Ultimately, the key to successful recruitment in the cybersecurity sector is to prioritize both people and technology. Organizations must invest in their employees’ professional development and offer opportunities for growth and advancement. They must also stay up-to-date with emerging technologies and trends in the industry to remain competitive and agile in the face of ever-changing cyber threats. By prioritizing people and technology, organizations can build strong and diverse cybersecurity teams that are equipped to protect their business and clients from cyber attacks.
An embedded recruitment model like Troi’s can play a significant role in recruiting top talent for the cybersecurity sector, especially for critical digital transformation projects.
Firstly, Troi’s embedded recruitment model ensures that recruiters are integrated into the organization’s cybersecurity function, allowing them to have a deep understanding of the organization’s goals, culture, and requirements. This level of integration enables recruiters to identify and attract candidates who fit the organization’s culture and requirements, increasing the chances of successful placements.
Secondly, Troi’s embedded recruitment model allows recruiters to work closely with cybersecurity teams, keeping them informed of current trends, emerging technologies, and changing skill sets. This collaboration allows recruiters to identify skill gaps in the cybersecurity team and work proactively with the organization to address them by identifying and attracting top talent.
Thirdly, Troi’s embedded recruitment model provides flexibility to organizations by allowing them to scale their recruitment efforts up or down depending on their needs. For example, during periods of high demand, such as when an organization is embarking on a critical digital transformation project, Troi’s embedded recruiters can ramp up their efforts to ensure the organization has access to top talent when it needs it most.
Finally, Troi’s embedded recruitment model is focused on delivering a positive candidate experience, which is critical in a highly competitive talent market like cybersecurity. By providing a seamless recruitment process, keeping candidates informed, and ensuring that the organization’s values and culture are reflected throughout the process, Troi’s embedded recruiters can help to attract and retain top talent.