Struggling to hire Cyber Security Talent?

Attracting top cyber security talent has become a pressing challenge for hiring managers in both the UK and USA, reflecting a global scarcity in this critical expertise area.

The ISC2's 2023 Cybersecurity Workforce Study revealed 92% of cybersecurity professionals report skills gaps within their organisations. The most significant gaps identified include cloud computing security, artificial intelligence/machine learning, and zero trust implementation. Economic uncertainty and cutbacks, including reductions in cybersecurity training programs, have exacerbated these challenges, with 47% of respondents experiencing such cutbacks. The study emphasises the urgent need for organisations to invest in both new talent and existing staff to navigate the evolving threat landscape.

This article offers insights and strategies for hiring managers facing difficulties in attracting cyber security talent!

Understanding the Challenge

Recent statistics highlight the extent of the challenge. When trying to attract cyber talent organisations need to understand the challenge they are faced within their desired hiring location. This assessment enables organisations to create a job advertisement that is fulfillable.

The Importance of Competitive Offerings

To attract the best talent, companies must offer competitive packages. This doesn't only mean attractive salaries—which, according to a 2023 report by the Information Systems Security Association (ISSA) , are rising due to demand —but also benefits such as flexible working conditions, opportunities for advancement, and continuous learning opportunities. Emphasising a commitment to cyber security at the organisational level can also make a position more appealing.

Building a Talent Pipeline

Developing a strong pipeline of cyber security talent requires a long-term strategy. Offer internships, and create apprenticeship programs to nurture interest and develop skills from an early stage. In addition to using traditional recruitment avenues, consider candidates with transferable skills who can be trained in cyber security. This approach not only helps fill immediate vacancies but also contributes to reducing the overall skills gap in the industry.

Enhancing Employer Branding

A strong employer brand is crucial in attracting top talent. Showcase your organisation’s commitment to cyber security through case studies, speaking engagements, and social media . Highlighting how your company addresses complex cyber challenges can attract professionals who are looking for meaningful and impactful work.

Fostering an Inclusive Work Environment

Diversity and inclusion are increasingly important to job seekers. A welcoming and inclusive work environment that values diversity of thought and experience can make your organisation more attractive to cyber security professionals. Efforts to promote inclusivity should be genuine and reflected in your company’s policies, culture, and community engagement.

Offering Continuous Professional Development

The cyber security field is fast-evolving, with new threats and technologies emerging regularly. Offering opportunities for professional development can be a significant draw for candidates who want to stay at the forefront of the field. Support for certifications, attendance at conferences, and in-house training programs are just a few ways to demonstrate this commitment.

If you need support with hiring cyber security talent within your teams, please do reach out!

Lauren Watkins

LHW Partners