The Cybersecurity Talent Crisis: Three Ways To Think Outside The Box
Cybersecurity – After over a decade of helping growing organizations address hiring challenges and labor shortages, I know a talent crisis when I see one. The numbers are alarming: while the world has moved online, the supply of professionals to protect us hasn’t kept up. The annual cost of cybercrime is expected to reach $6 trillion by 2021 , yet the predicted shortfall in cybersecurity professionals is expected to reach 3.5 million . report by PwC
This talent gap has placed many organizations in an extremely tough spot. With so many job openings available through traditional recruitment channels, employers are facing increased competition to engage cybersecurity talent. With an abundance of roles and a lack of skilled employees, employers don’t always receive applications from top talent. Companies are forced to hire people with little experience in the specialist skills required to operate top-tier security functions. For every ten cybersecurity job ads posted on Indeed, only about seven people click.
With supply and demand clearly off-kilter and the staffing and recruitment industry not keeping up, I have identified three actionable ways organizations can address the cybersecurity talent crisis today.
1. Think Outside Of The Morning Commute
It’s time to stop thinking locally and widen our hiring net. In many professions, hiring at least some remote employees is quickly becoming the norm. Based on my experience helping companies scale remote teams, there are three important factors to consider when you’re building a remote workforce. First, It’s important to remember that in developing countries, it may be best to set up a satellite office so that those workers can use reliable power and internet services, which they may not have at their homes. Second, you might have to change the way you interview. People from some cultures will avoid anything that might be construed as bragging, so you may have to find other ways to tease out their accomplishments. And third, you might have to put in extra effort into understanding what motivates people — it may not be the same factors that motivate you and your existing team. Once you have that understanding, build the systems and incentives to support it.
This article originally appeared on Forbes.com To read the full article, click here.
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