Cybersecurity is ‘inclusive’ by nature: no one is exempt from the fallout of the expanding cyber threat landscape. The notion, therefore, that some groups of individuals are offered fewer opportunities to join the cyber industry than others is frankly absurd.
ISC2’s latest Cybersecurity Workforce Study gives us a snapshot into the supply and demand of cybersecurity talent – and it’s not good news. While the cyber workforce has grown by 8.7%, the skills gap has increased by 12.6%, which equates to roughly 4 million empty roles.
From a DE&I perspective, we have seen gradual improvements; ISC2 reveals that gender and ethnic breakdowns of the new workforce have undergone a considerable shift.
But there’s a lot more that needs to be done. There’s a major paradox at play here: the industry needs more people, yet entire groups of individuals are currently being overlooked.
And it all comes down to the hiring process.
The limitations of CV-led hiring practices
CVs have been the key that unlocks new job opportunities for decades. But when you really think about it, it’s such a restrictive approach.
How can someone possibly capture their skills, their work ethic, their true value in one or two A4 pages? The reality is, they can’t, meaning employers are making critical hiring decisions based on a snapshot of the candidates’ capabilities.
The main piece of information that is impossible to grasp from a CV is the candidate’s potential to succeed in the specific role being recruited for. Past experience can only tell an employer so mu ..
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