Over the last few years, we’ve seen huge shifts in the IT and technological requirements or organisations in all sectors. The competencies your organisation sought from IT hires in 2017 will likely mean very little now, and even the way you spec’d cybersecurity job roles in 2020 will most likely not be the same in 2022, writes Graham Hunter, pictured, VP of Skills Certifications at the IT trade association CompTIA.
Hiring is always changing, and the tech needs or organisations are evolving at lightning speeds. One problem, though, is that there’s currently a big gap between the number of open job roles and the number of people qualified and applying to fill them. The industry that is perhaps suffering the most from these rapid changes to hiring needs is cyber security. In the UK alone, the cybersecurity industry requires 17,500 new workers a year in order to keep up with today’s demands. However, it has only managed to attract around 7,500 a year.
If this is the situation we find ourselves in, can hiring managers for cyber roles afford to be picky when it comes to candidates by sticking to the university degree requirements that have long served as a barrier to entry? Can employers afford to have their job descriptions act as moving targets of skills, ability, and knowledge, or adhere to a reactive hiring strategy?
As we enter 2022, we’re going to witness a big shift in how employers in all sectors consider and approach hiring for tech roles. Employers will be moving away from a reactive strategy for hiring to a proactive one, in favour of pathways that value the needs of both employers and workers. With current cybersecurity challenges as they are, employers must start ..
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