InfoSec-Specific Executive Development for
CISOs and Aspiring Security Leaders.
Live Faculty-led instruction and interactive
labs to build you and your team's InfoSec skills
The struggle to hire within cybersecurity continues to grow - with millions of open roles, and not enough qualified talent to fill the gap. A cybersecurity skills gap existed before the pandemic, but remote work – coupled with a surge in cyberattacks
and ransomware – pushed the need for qualified, skilled talent to higher levels than ever before. Despite the job security that accompanies a career path in such an in-demand industry, an adequate pool of a qualified cybersecurity job candidates
This piece provides better understanding of the common roadblocks information security job seekers encounter, and guidance for both organizations and candidates to overcome hiring obstacles, to help in your efforts to fill the skills gap needed to grow
Many of today's information security professionals have benefitted from the talent shortage trend. They've leveraged their knowledge and experience to land high-paying roles in IT and infosec departments across the globe. While demand is surging, at the
same time, turnover is high, resulting in many new opportunities.
Cybersecurity leaders are faced with filling open positions, developing career paths for their security team, and boosting retention, at the risk losing valuable team members to the competition.
All of this comes at a cost and can impact the effectiveness of cybersecurity coverage for the organization itself.
As they try to fill security gaps, organizations are wary about losing their top-performing security employees. Advancing to senior management and leadership roles is common for star performers in other business functions but happens less in cybersecurity.
Top performers are too hard to replace.
To add to these hiring gaps, potential security jobseekers often find several factors that hinder their search to land their ideal security role. Among the major roadblocks when seeking positions and advancing their careers are cybersecurity training
costs, unclear career path knowledge and lack of related experience.
Ultimately, both organizations and candidates end up accepting less-than-ideal hiring results simply because both have reached plateaus with no feasible opportunities for progress or growth. Some organizations may turn to third-party vendors offering
managed security service packages to cover their shortfalls as a contingency plan – not as a strategic goal to advance cybersecurity initiatives. Security jobseekers may end up settling for a less fulfilling security role that does not provide
an ideal career path.
READ: How to Hire and Retain Cybersecurity Talent
Some of the barriers hindering security professionals seeking advanced positions that compounds organizational hiring difficulties include:
For both security professionals and organizations there is light at the end of the tunnel. Organizations can help cybersecurity professionals move past these roadblocks to help develop their careers and expand the available hiring pool. Training and certification
assistance are the best area to start.
Organizations can leverage the following guidance to grow its in-house security talent and create opportunities to bring on qualified, trainable applicants.
The more comprehensive and unique potential and current employees' career roadmaps are, the more likely they are to stick to the path laid out for them. In a labor-tight field like cybersecurity, treating each candidate and employee on an individual basis
makes sense, and can significantly impact the success of the career development initiatives you create together.
Security leaders struggling to retain cybersecurity talent need to focus on the individual goals of both potential and existing security team members. Be open to the fact that not every individual wants
the same thing from their career, and you’ll gain the ability to build collaborative professional development roadmaps with your security staffers. Best practices to cultivate new security talent include:
Although reasonable efforts will be made to ensure the completeness and accuracy of the information contained in our blog posts, no liability can be accepted by IANS or our Faculty members for the results of any actions taken by individuals or firms in
connection with such information, opinions, or advice.
September 29, 2022
By IANS Faculty
Understand the integration points between information security and enterprise architecture. Find guidance for functional organizational constructs to maintain a solid EA practice.
September 27, 2022
By IANS Research
Learn how to ensure full cyber insurance policy coverage and find 5 tips to help maximize your potential cyber insurance claims.
September 22, 2022
Find information on cyber insurance coverage types along with best practices to choose a cyber insurance carrier and policy for optimal security coverage.