网络安全人才_网络防护的巨大缺口（英文版）_26页_2mb

CYBERSECURITY TALENT SUMMARY

Core Content

This report outlines eight key recommendations for organizations to address the growing cybersecurity talent gap, emphasizing both the acquisition and retention of skilled professionals. The talent gap is described as a critical issue, with cybersecurity skills in high demand and low supply, making it essential for companies to adopt innovative strategies to attract and retain top talent.

Main Recommendations

Priority One: Step up the acquisition of cybersecurity talent

1. Think outside the box
   Organizations should look beyond traditional recruitment channels to find cybersecurity professionals. This includes tapping into non-traditional sources such as military and government alumni, neurodiverse candidates, and bug bounty programs.

2. Hunt in areas where cybersecurity talent spend their time
   Gen Y and Gen Z professionals are more likely to engage with firms that use innovative recruitment methods. Examples include online competitions, hackathons, and gamification techniques like those used by Cyber Security Challenge UK, Marriott International, and L'Oreal.

3. Create a compelling story around the current leadership and team
   Highlighting the expertise and charisma of leaders, such as CISOs, and showcasing a digitally talented peer group can significantly influence recruitment decisions. Companies should also promote their star employees as role models.

4. Turn your gaze inwards
   Many cybersecurity professionals already work within organizations. Companies should identify and re-purpose existing employees from other IT or engineering backgrounds to build cybersecurity expertise. Encouraging continuous learning and upskilling is also crucial.

Priority Two: Improve the retention of cybersecurity talent

1. Incentivize employees to upgrade their cybersecurity quotient
   Cybersecurity professionals value learning opportunities and are willing to invest time outside of work to develop new skills. Offering training and development programs can help retain talent.

2. Promote gender inclusion
   The cybersecurity field is underrepresented by women. Organizations should actively promote STEM education to female students, offer targeted internship programs, and provide mentorship and visibility to female role models in the industry.

3. Ensure Gen Y and Gen Z cybersecurity talent can visualize their career path
   These generations prioritize clear career development paths. Companies should provide transparent career maps, regular feedback, and mobility programs to support their professional growth.

4. Automate mundane tasks
   Automating repetitive and time-consuming tasks allows cybersecurity professionals to focus on high-value activities. This can be achieved through AI and machine learning tools, as seen in Mastercard and Daqri's approaches.

Key Information

• Cybersecurity skills are in high demand and low supply, with 55% of companies reporting a widening gap.
• 31% of employees are classified as cybersecurity talent based on proficiency in digital skills and roles.
• 83% of cybersecurity professionals prefer a flexible work-life balance, open workspaces, and collaborative environments.
• 82% of Gen Y and Gen Z cybersecurity professionals are more willing to engage with firms that use innovative recruitment methods.
• 59% of employers use online competitions and hackathons to attract cybersecurity talent, with 82% finding these methods effective.
• 84% of Gen Y and Gen Z cybersecurity talent prefer organizations that offer clear career development paths.
• Non-traditional recruitment sources, such as neurodiverse candidates and bug bounty programs, are gaining traction.
• Flexible work arrangements are a top retention factor, with 80% of surveyed cybersecurity professionals preferring them.
• Upskilling and re-skilling internal employees is a viable strategy to bridge the talent gap.
• Gender diversity in cybersecurity is a challenge, with underrepresentation of women. Encouraging STEM education and providing mentorship can help address this.

Conclusion

The cybersecurity talent gap is a significant challenge that requires a multi-faceted approach. By focusing on innovative recruitment, employee development, gender inclusion, and task automation, organizations can better attract and retain cybersecurity professionals. This will not only enhance their ability to manage digital risks but also position them for long-term success in the digital age.