While spending on security technologies continues to increase, organizations are still fighting an uphill battle against cyber attacks. The primary reason is that the personnel needed to defend organizations is extremely scarce. Currently, the cybersecurity workforce gap estimate stands at more than 3.1 million trained professionals worldwide, and it will take time to close that gap.
Organizations aren’t likely to solve the problem by focusing their recruitment strategies solely on finding “all star” cybersecurity leaders who just aren’t available. And when they are available, they are quickly snapped up by organizations that can afford the high salaries they command.
(ISC)² recently published its “Cybersecurity Career Pursuers Study,” which makes clear that this traditional approach is not working. Instead, organizations should focus on building robust cybersecurity teams by recruiting candidates with skills that can complement cybersecurity experience and are translatable to success in the field. The goal should be to build self-replenishing teams with junior members who are eager to learn and have the creativity and resilience the career requires.
This approach is among the 10 strategies outlined in the Career Pursuers study for successful team building. To read all 10, download the report here. For this blog’s purposes, let’s focus on a couple of areas where organizations can start working immediately – identifying talent from within and fostering mentorships.
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