You’ve seen the job posting. It starts, “Looking for a cybersecurity specialist. Must have a master’s degree, certifications and 10 years of experience,” followed by, “This is an entry-level position with non-compensated job shadowing requirements.”
These unrealistic expectations are the obstacles many cybersecurity professionals face once they complete their studies and rigorous exams. It’s an unfair barrier to entry.
Clearly, hiring a person to work in any department in any organization is a risk. It costs money to locate, attract, assess, interview, hire, onboard and train someone, and it’s many months before that person’s true personality and capabilities emerge.
The challenges triple when it comes to hiring for cybersecurity positions. Not only are all of the above criteria required, the candidate is placed in a position of great risk with access to the company’s vital data and operations. What’s more, the cybersecurity industry is in constant motion. While hiring an accounting grad to work in finance requires applying learned skills to established processes, the process keeps shifting in cybersecurity as the threats change and become more sophisticated.
Are employer demands contributing to the skills shortage that continues to challenge the cybersecurity industry? The (ISC)² white paper, Cloud Adoption and the Skills Shortage, looks specifically at how the lack of qualified people is one of the largest impediments to cloud adoption. For an inside look, the report includes feedback from Certified Cloud Security Professionals (CCSPs) on what the industry looks like from their perspectives. The following are key pre- and post-hire takeaways for organizations seeking to build stronger cybersecurity teams.
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