Faced with significant obstacles to build their cybersecurity teams, organizations increasingly are looking within to find transferrable talent for cybersecurity roles. It’s a practice strongly endorsed by (ISC)² in the recently published Cybersecurity Career Hiring Study and the Cybersecurity Workforce Study.
The problem is that a substantial number of organizations aren’t up to the task of developing in-house talent for cybersecurity. Nearly half (45%) of companies in a recent study say they are not capable of doing it.
And the problem doesn’t end there. The study, conducted by IT recruiting firm Hays US, also found that only 39% of respondents believe their organizations “have the ability to retain cyber staff.” So the problem is twofold:
Building a strategy and infrastructure to recruit talent within the organization to fill cybersecurity positions
Establishing conditions to keep cybersecurity professionals happy in their posts so they don’t seek employment elsewhere
Looking Within
Findings from the (ISC)² Cybersecurity Career Pursuers Study make a strong case for developing a strategy to identify employees who demonstrate skills that would provide a natural fit for cybersecurity tasks. Those include oral and written communications, creativity, problem-solving ability and critical and analytical thinking.
Such skills are transferrable and take the pressure off recruiters and hiring managers to find cybers ..
Support the originator by clicking the read the rest link below.
