The task of discovering, hiring, and retaining competent professionals is becoming more difficult than ever before, with the worldwide cybersecurity skills-gap showing no signs of abating. Solving the problem necessitates a degree of dedication and effort that a surprising number of organizations are still unwilling to make.
Hiring and retaining skilled professionals is a challenging task for any company, but it’s especially difficult in the field of cybersecurity. According to a recent research by the UK’s Department for Digital, Culture, Media & Sport titled “Cyber security skills in the UK labor market 2021” 50%of private sector enterprises have fundamental technical cybersecurity skills gaps.
The problem is so severe that even the cyber industry is suffering from a skills shortage. In the same report, 47 percent of cybersecurity companies said they had concerns with technical cybersecurity skills shortages in the previous year, either among existing employees (18%) or new job candidates (40 percent). More cybersecurity professionals must be identified, trained, and retained as soon as possible. What isn’t evident is how can companies establish and retain skilled cybersecurity teams?
Of course, the response is contingent on the position to be filled. From traditional analysts to threat hunters, incident responders, architects, and more, the number and variety of cybersecurity roles has increased dramatically over time.
Because of the increase of cyber roles, businesses must first define the exact roles that need to be filled, then inventory the important duties and abilities required to accomplish them. While large companies may have the budget and recruitment firepower to fill every specialist role individually, smaller businesses are more likely to want people who can cover multiple roles.
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The next stage – identifying suitable applicants – can be approached in a variety of ways; some are simpler and less expensive than others. Here are some strategies that businesses can adopt:
Internally source candidates wherever possible
To locate potential applicants, companies should first explore inside its own ranks. Internal hiring is normally significantly more cost-effective because someone who is already familiar with the company’s structure, culture, and people will be able to get up to speed faster than most new recruits. Instead of spending time on basic business orientation, organizations can focus training on specific skills and certifications.
Existing employees should be rewarded for referring potential candidates
If internal hiring isn’t a possibility, getting suggestions and referrals from employees, colleagues, and peers in the field is the next best thing. Incentivized referral programs are a good method to quickly uncover suitable candidates with the required abilities and expertise without having to go through a lot of hoops with recruiters.
In external advertisements, be as detailed as possible
It’s also critical to examine attitude and personality, as well as abilities and expertise, during the interview stage. While it’s relatively simple to add to someone’s skill set through training, it’s far more difficult to change a person’s attitude or work ethic. Problem-solving tests or running theoretical scenarios with the final few candidates can help employers in selecting the best candidate for the job.
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Culture plays an important Role in retaining talent
In today’s cybersecurity market, finding and hiring new talent is only half the battle; organizations must also retain them. Policies that promote work-life balance and provide strong benefits, is crucial. It is also important to foster a collaborative environment within the team that celebrates and rewards success.
Management is also crucial to an organization’s ability to retain talent. People don’t quit jobs; they quit bosses, as the old adage goes. Retention can be made much easier by cultivating a good and positive workplace.
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