How can you attract and retain cybersecurity talent in a competitive market?

In my opinion to attract and retain cybersecurity in today's competitive market you need to build a great atmosphere. You need to pick what you are going to be known for and stand by it. I like to build an atmosphere of learning and comradery through play. As kids we use play to learn but we often forget this skill as adults. Playing with a siem or doing the SANS holiday hack are great events you can encourage colleagues to play with each other. This helps build an atompshere.

En mi opinión adicional a un pago competitivo de igual manera un ambiente de trabajo donde se valore, respete, e integre. a muchos nos gusta nuestra labor, nos apasiona y lo hacemos con gusto, si no hay grandes necesidades con el dinero diríamos que es más importante el ambiente laboral. yo trabajaría a gusto si no me siento bien en el lugar de trabajo. buscaría otro entorno.

In my opinion, a combination of these is the right approach. Everyone in cyber needs a meaningful and challenging project which provides them with opportunity for continuous learning and development. Also, as a leader you need provide the positive and supportive work culture with decent compensations and benefits will keep the team going!!

Companies need to foster an environment that supports professional growth that involves promoting internal staff and remove constraints on their ability to seek supplementary work or external funding outside regular working hours. Tradesmen often have the flexibility to undertake additional cash jobs, cyber professionals should have the same freedom without being tethered by restrictive contracts. Ultimately, embracing a more flexible and open-ended employment model can be a strategic move to empower cybersecurity professionals and position your organization as an attractive and progressive employer in the competitive talent landscape.

As someone who worked in cybersecurity, I understand how challenging it can be to recruit, retain and certify top talent. The competition for skilled professionals is fierce, and there aren't enough experts. Employers must offer competitive compensation and recognize the extra time spent outside work learning and maintaining certifications. Employers compensating for these efforts are more likely to retain skilled cybersecurity professionals.

Estoy completamente de acuerdo que es necesario un desarrollo y un aprendizaje constante, pero les dire una cosa si el empleador no lo proporciona yo lo busco por mi cuenta, generalmente somos autodidactas, creo que el que nos valoren, respeten e integren en lo particular es más importante para quedarnos en un lugar de lo contrario buscar donde estemos felices de estar. porque esta actividad nos permite trabajar en sitio, remoto, hibrido, podemos escoger dónde y con quien, y cuanto ganar. si nos valoramos. para mi si el empleador proporciona equipo y herramientas que yo necesito y sin limitaciones estaré feliz y no buscaría cambiar, porque sacaría el máximo a las herramientas para beneficio de ambos empresa y para mi

I believe it's essential to train resources in practical use cases, offering exposure to comprehend the challenges in the cybersecurity industry. The demand for such skills is poised to surge in the coming years, especially with the migration of numerous on-premises applications to cloud platforms. I advocate encouraging them to pursue relevant certifications to enhance their expertise.

Si bien es importante generarle aprendizaje continuo con certificaciones y demás, es importante que el talento sienta que la organización tiene retos interesantes para el en el desempe?o de su actividad profesional. Que entienda que debe desarrollar habilidades para poder afrontar los retos que la compa?ía le asigne.

Continuous development and opportunity is a key part of keeping security talent. Security professionals are often driven individuals who have already invested significant time and resources of their own to become the skilled workers they are. Developing plans and opportunities to challenge them, give them a career path upward, and reward them for their efforts will help support the ambition that many of them possess.

Develop a program which rewards every individual for identifying and reporting security vulnerabilities. As technology and workplace trends are evolving and at the same time regulations and security forecasts are emerging.

Perhaps the most significant factor driving attrition of security employees is lack of a supportive environment. Security work is immensely stressful as well as underappreciated in many organizations. The security leader and team play a role in helping develop a supportive work culture but support from the executive team is paramount. Communicate regularly with security professionals and acknowledge the stress and challenges that they face in their job. Establish a culture where the security team members know the work they are doing matters and is being taken seriously by management.

Mucho del bienestar depende de nosotros mismos, aveces somos tan apasionados por lo que nos gusta hacer que nos descuidamos, así que si el empleador se preocupa por nuestra salud e implementa programas y actividades de bienestar, es excelente para cuidarnos de nosotros mismos. Sentir que nos cuidan sería motivo de quedarse y no buscar otro lugar. yo en lo personal me quedo horas frente al equipo inclusive ya fuera de mi horario laboral, y y cuando no es de trabajo es de aprendizaje.

Individuals are looking to still enjoy their roles, and while cybersecurity is a very fast-paced niche that you accept when you embark on the journey, employees have navigated away from the “grind” culture and we are moving into a generation of work-life balance. There must be an appropriate culture established in these environments that allow professionals to thrive in their career but also allow room for personal growth and development.

When you spend half of your waking hours at work, it should be more than just a pay check. Having a great team, a supportive and open minded manager, and variety in work (both day-to-day tasks and projects) make the days go faster, and more fun

Jeff Jenkins said it best. You need a supportive environment to have a great security program that has less attrition than others. You need to be able to work with your IT, legal and compliance partners. Most importantly, the environment right from the top needs to support the security function.

Most companies employ IT teams to operate their IT ecosystem, and they're seen as a business dependency rather than a driver. Let's face it - operations are lame and nobody likes them. If your teams are going to spend the majority of their time keeping the lights on for you, they're going to eventually want to leave for a more exciting challenge. Balancing between operations and digital transformation is what keeps engineers engaged, excited and challenged.

Para proyectos Entry-Level, se valora mucho la oportunidad de participar en operaciones grandes de cyber seguridad. Crear trayectos de inducción y desarrollo, fortalece la incorporación y retención.

Cybersecurity role can become monotonous beyond a point, especially with automation so proactively engaging Cybersecurity professionals in what can be the next big breakthrough either within the company or in the industry can hook them onto their jobs.

Attracting and retaining cybersecurity talent in a competitive market can be challenging, but there are several strategies you can employ to build a strong cybersecurity team. But we must remember to adjust the strategies based on the evolving needs of your team and the cybersecurity landscape, which has no limitation as of now. However, some key approaches could be; Positive Affirmation: A passion for cybersecurity is essential for excelling in this field along with a combo of mixed components like (a) Use Cases to work on (b) Recognition and Rewards(c) Competitive Compensation(d) Professional Development Opportunities (e)Motivational work culture and finally Network opportunities, to keep the pace with new challenges.

La participación en proyectos relevantes, retadores, complejos, multinacionales que pongan a prueba las habilidades y competencias motivan a los profesionales y los comprometen con la empresa con la que estén trabajando. De igual manera impulsan al aprendizaje, formación profesional, el fortalecimiento de habilidades duras y habilidades blandas, el enriquecimiento de las relaciones profesionales y la ampliación del círculo profesional.

Build a strong management culture that consists of managers who are coaches, mentors, enablers, and promoters of the people who report to them. Good managers not only attract talent by sometimes bringing with them people they've worked with in the past, but they also retain talent. We hear all the time how people don't just leave companies. Sometimes, they leave because of bad managers. Also, establish a culture of trust and transparency. Live what you preach because good talent wants to work for employers they can trust.

Security professionals take great pride in their efforts to protect organizations. Conversely, most security professionals do put an emphasis on company's that strive to establish a competitive presence, a strong brand, or a successful business model that instills pride in employees. Such pride is not only personally satisfying to security teams but also affects how seriously leadership and other employees perceive and support cybersecurity efforts.

Let's face it, most cybersecurity pros are like the coffee machine—functional and there for the convenience. Ask them about the company's vision, mission, and values, and you'll probably get a blank stare. Who has time for that when there's code to crack? But hey, if you want to play the game, make your employer brand a blockbuster hit. Create a career website, show off on social media, maybe start a blog or podcast (because who doesn't want to listen to cyber geeks chat about firewalls?). Make it so irresistible that even the laziest among them can't resist bragging about where they work. After all, a strong employer brand might just be the secret sauce to keeping these cyber wizards from teleporting to the next convenient gig.

Uma coisa que achei útil no artigo é a relevancia de oferecer mais que um bom salário na seguran?a cibernética. é crucial propor benefícios e um ambiente de trabalho que valorizem o desenvolvimento e bem-estar dos funcionários. Isso n?o só fortalece a marca empregadora, mas também mostra comprometimento com o crescimento pessoal e profissional dos colaboradores, essencial para reter talentos nesse setor competitivo.

In my experience, the mission of the organization can be a “checking the box” exercise or it can be truly woven into the fabric of an organization. When it is embedded in the organization, it not only helps achieve the intended mission but it excites the individuals in that organization. They are part of something and they are seeing their contributions have impact. This can be a hallmark of the organization’s brand and serve as a powerful tool to recruit and retain top talent.

Ownership of their space is crucial. If they do not have clear boundaries, it is too easy to get lost in chasing rabbits, or worse, have other people try to take their work because it is seen as more interesting than their own. If a person can walk into work, and know what they own, it is easier for them to deal with ambiguities and workload balance.

The usual business jargon has been expressed, however, to provide added value and contribution, I would say that we must not only value the “individual” but also ensure that we convey that value to them by expressing our appreciation for what they bring to the table. They need “A.I.R.”: Feel “A”ppreciated” Be “I”ncluded Feel “R”espected ??

Another way to attract cybersecurity talents is through competitions eg. capture the flag (CTF) This tends to be a bit more successful approach because, you get to see how they go about solving the challenges and most importantly I believe this might remove the need for interviews, because if one is able to prove his or her skills in such challenges, he or she has proven beyond doubt that the tasks you plan to assign them will be executed to the best of their abilities.

in my experience it’s a composition of multiple factors that’s include but not limited to work culture, attracting projects, growth opportunities as well as financial stability.

Security field is exciting with many new types of vulnerabilities being added every year. The key is articulating how engineers can benefit from learning security in a real environment and in scale and complexity they never been exposed so they will get excited to join you. Don't scare them with types of exotic encryption methods or requiring list of security certifications. For me those are not important, passion, curiosity and drive to learn new things is success in security field.