Demand for Cybersecurity

The shortage of skilled cybersecurity professionals is becoming a pressing challenge for corporate cybersecurity executives around the world. As cybersecurity threats continue to evolve, organizations need experienced and skilled professionals to protect their digital assets. However, candidates with such qualifications are in high demand and are demanding higher salaries, making it increasingly difficult for companies to attract affordable talent.

?To overcome this hurdle, some security leaders are exploring new strategies to attract a wider pool of candidates. One such strategy is revising job ads to appeal to candidates from different backgrounds. Multinationals across Asia and Europe are struggling to fill crucial cybersecurity positions and are looking beyond traditional hiring practices, including removing cybersecurity certifications and degree requirements from job postings, to attract candidates with the right skills and experience.

?Moreover, some companies are allowing remote work options to expand their talent pool. By offering employees the flexibility to work from different locations, organizations can access a wider pool of cybersecurity talent, including individuals who live far away from the company's headquarters.

Last year, a chief information security officer at a pharmaceutical company in?Greater China?attempted to recruit two deputy chief information security officers but ultimately rejected external candidates due to their salary demands, which were equivalent to his own.

?The chief information security officer stated that the candidates possessed more than?fifteen?years of experience, but he believed that they would quickly want more responsibilities and a higher salary. However, the company could not offer them a higher position because the only step up would be his own job.

?He explained that the company was uncertain whether it could provide the level of responsibility commensurate with the amount of money the candidates wanted.?For the position of deputy CISO, the company advertised the job openings internally. The hiring manager selected two candidates from a technology team who had no prior experience in cybersecurity. The manager's focus was on candidates who were committed to the company, and he offered them security training to fill the gaps in their knowledge.?However, there has been a high turnover rate in the manager's team. According to exit interviews, some employees cited salary as a reason for leaving. To retain cybersecurity staff, the company provided a salary increase this year that was double the amount of the inflation rate. The hiring manager stated that this increase was a preventive measure to prevent more people from leaving the company than joining it.

Many companies have found ways to address the challenges of high salaries and the shortage of cybersecurity professionals by hiring individuals without technical expertise and providing them with training to bridge the gap.?Experience should not be the sole determining factor for job candidates, especially considering the nearly 3.5 million unfilled positions in the cybersecurity field. The C-Suite is recognizing the value of expertise beyond traditional qualifications.?In Europe, where competition for cybersecurity talent is fierce, jobseekers are not only seeking higher salaries but also more flexible work conditions. Compared to the past, candidates are less inclined to relocate for a job opportunity.?The Chief Technology Officer in Asia?shared an example of hiring a cybersecurity employee who preferred to work from a different?Asian?country instead of moving to?UK. It is to be believed that companies need to adopt a more open approach to accommodate candidates' preferences.

One of the manufacturing companies in ANZ?implemented a different approach to attract a diverse range of candidates. Cybersecurity salaries at the company have significantly increased in the past?2 years, with wages for cybersecurity managers now being comparable to those of lower-level experts. When hiring for three positions,?one of the hiring managers?decided to remove specific job levels and experience requirements from the job descriptions, anticipating that such criteria might discourage potential applicants. As a result, he received more applications, including from more women. By offering more general job listings,?they?aimed?to encourage individuals who may feel hesitant to apply due to detailed qualification lists.

?While they are?currently in the process of making offers to three candidates, and he plans to further refine his approach in the future. His goal is to create an environment where individuals who find enjoyment in the field of cybersecurity feel encouraged to apply, regardless of their background or level of experience.

To recruit cybersecurity talents in high demand,?Here are some approaches commonly used by companies?to attract and retain qualified professionals:

?Professional Development Opportunities:

Providing opportunities for professional growth and development is essential for cybersecurity professionals. Companies may offer training programs, certifications, and attendance at industry conferences to help employees enhance their skills and stay updated on the latest trends.

?Flexible Work Arrangements:

Many cybersecurity professionals value flexibility in their work arrangements. Offering options such as remote work or flexible schedules can be appealing to candidates, especially considering the growing trend of remote work in the wake of the COVID-19 pandemic.

Strong Company Culture:

Fostering a positive company culture that values and supports cybersecurity is important. This includes creating a collaborative and inclusive environment, promoting work-life balance, and emphasizing the importance of cybersecurity across all departments.

?Partnering with Educational Institutions:

Collaborating with universities and colleges to establish cybersecurity internship programs, sponsoring student projects, or participating in career fairs can help companies identify and recruit promising cybersecurity talent early on.

?Employee Referral Programs:

Encouraging current employees to refer qualified candidates can be an effective way to identify potential cybersecurity professionals. Offering incentives, such as referral bonuses, can further motivate employees to refer qualified candidates.

?Networking and Industry Engagement:

Actively participating in cybersecurity communities, attending industry conferences, and hosting events can help companies build relationships with cybersecurity professionals. This can increase visibility and attract talented individuals who are actively engaged in the field.

?Leveraging Recruitment Agencies and Platforms:

Companies may engage with specialized recruitment agencies or use online platforms dedicated to cybersecurity talent acquisition. These resources can provide access to a broader pool of qualified candidates and streamline the hiring process.

?Offering Challenging Projects and Advancement Opportunities:

Cybersecurity professionals are often motivated by intellectually stimulating work. Highlighting challenging projects, research opportunities, and clear career progression paths can attract top talent looking for long-term growth prospects.

?Strong Employer Branding:

Developing a strong employer brand is essential in attracting cybersecurity talent. Highlighting the company's commitment to cybersecurity, its track record in protecting data, and any industry recognition or awards can make it an attractive destination for professionals seeking impactful work.

?By implementing these strategies, companies can enhance their chances of recruiting and retaining cybersecurity talents in the current high-demand landscape.

The end goal would be?:

?"Join us if you find joy in security and want to be part of a fun and engaging team."