Facing an acute shortage of qualified cybersecurity professionals, hiring managers are recruiting entry- and junior-level practitioners to their teams. The latest (ISC)² research captured in our Cybersecurity Hiring Managers Guide reveals this practice enables organizations to build stronger and more resilient cybersecurity teams.
The findings come from a poll of 1,250 hiring cybersecurity managers who hire entry- and junior-level practitioners for small, mid-size and large organizations in the United States, Canada, United Kingdom and India.
The cybersecurity skills gap currently stands at 2.7 million worldwide, forcing hiring managers to deprioritize experience when choosing candidates who show promise. Managers are less insistent on finding technical skills and, instead, have honed their focus on non-technical skills such as ability to work in a team and independently, as well as personal attributes such as problem solving, creativity and analytical thinking.
Today, the composition of participants’ security teams across organizations of all sizes includes significant numbers of entry-level members (less than one year of experience) – typically a quarter to a third of team members. Junior-level practitioners (one to three years of experience) typically make up 30% to 37% of cybersecurity teams.
Duties and Development
Once on board, entry- and junior-level hires are getting solid opportunities for career development, with 91% of respondents saying their organizations allow staff development time during work hours.
This is a welcome trend, indicating that organizations recognize the need to invest time and money in skills development to build effective, robust teams. Practices include mentorship programs (63%), certification courses (54%), and career pathing and advancement (47%).
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