Strategies for Building a Cybersecurity Dream Team

Strategies for Building a Cybersecurity Dream Team

As organizations struggle to fill cybersecurity vacancies due to a worldwide shortage of 4 million professionals, they should consider implementing strategies to attract qualified candidates and prevent experienced staff from leaving.


The (ISC)2 Cybersecurity Workforce Study 2019 lays out four strategies organizations should consider:


Address cybersecurity team members’ needs with training and career development opportunities.
Properly set internal expectations about applicant qualifications to widen the search for candidates as much as possible.
Target recent college graduates and workers with degrees relevant to cybersecurity.
Grow your cybersecurity team from within with further development and cross-training opportunities.

All of these strategies are based on two primary themes – set reasonable expectations and be open-minded about who qualifies for cybersecurity positions. In many cases, companies have asked too much of candidates and searched too narrowly, which got in the way of building their cyber teams.


Strategy #1 calls for addressing cyber workers’ needs by providing opportunities to build a successful career. Those opportunities include relevant on-the-job experience, career advancement initiatives, and training and development in areas such as cloud security and risk assessment. To help address challenges cyber workers face, organizations should contribute to certification fees, lay out clear career paths for them, and educate all users on cybersecurity.


Strategy #2 centers on building consensus in the organization to properly set expectations about what qualifies a candidate for cybersecurity work. It’s important to recognize not all applicants have four-year college degrees or that some may have jobs in which cybersecurity is only one of many responsibilities. Companies should also be realistic about salaries and certification requirements. Be open to letting a ..

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