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With a competitive hiring market and the shift to remote work, it’s harder than ever to retain security talent. Today, there is less of an expectation for employees to remain at a job long term—let alone, even a year minimum. How does this
tie into career planning for your security team?
What should a standard career path or progression look like for security employees? Are there similar pathways or frameworks to reference? This piece explains how security leaders can establish strong career paths that not only set up security staffers
for success, but also help prevent the costs associated with turnover across the security function.
One-on-one meetings about career paths and planning are useful to understand what employees are seeking. In addition, it’s an opportunity for employees to become more self-aware and reflect on what is important to them. Be sure to ask about:
Creating an employee matrix gives a quick snapshot of your team’s interests and the skills they possess. An example an interest matrix is shown in Figure 1.
Figure 1: Employee Matrix
Stronger in technical or soft skills
Team player or solo performer
Focused on career growth or stability
Openness about future and longevity
Tolerance for instability vs. need for structure
Source: IANS, 2022
Once you understand each employee’s goals and motivations, a good strategy is to place them in a stretch role. With the right coaching, training and support, employees can grow into their roles and obtain a sense of accomplishment. However, to make
this work, it’s important to invest in:
READ: How to Hire and Retain Cybersecurity Talent
Employee retention became even more challenging over the past few years. Now, talent can look anywhere for opportunities. On the other hand, employers can also draw from a larger pool of candidates, provided remote or hybrid work is offered. If remote
or hybrid work is not offered, retaining cybersecurity talent can become difficult, because what used to be a perk for security teams is now table stakes.
There’s no one solution to retention. Overall, it is about providing the best place to work, but what’s considered “best” varies by what people value. This can sometimes be uncovered during the hiring process. Don’t ignore
cultural red flags in favor of filling an opening, because it can disrupt the team and erode department and company culture. Areas to focus on for retention include:
DOWNLOAD: Building a More Diverse InfoSec Team
Ensuring your security team can clearly see the career path ahead isn’t easy. To keep your staff happy, in the fold and motivated:
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