“Though the field of cyber security is still relatively young, demand continues to skyrocket and will only continue to grow in the coming years,” said Christos Dimitriadis, ISACA board chair and group director of Information Security for INTRALOT. “As enterprises invest more resources to protect data, the challenge they face is finding top-flight security practitioners who have the skills needed to do the job. When positions go unfilled, organizations have a higher exposure to potential cyberattacks. It’s a race against the clock.”
More than 1 in 4 companies report that the time to fill priority cyber security and information security positions can be six months or longer. In Europe, almost one-third of cyber security job openings remain unfilled.
Cyber Security Qualifications: A Moving Target
Most job applicants do not have the hands-on experience or the certifications needed to combat today’s corporate hackers, according to the report by the global technology association.
“The survey underscores a fundamental disconnect between employer expectations and what candidates can actually bring to the table,” said Matt Loeb, ISACA CEO. “Employers are looking for candidates to make up for lost time but that doesn’t necessarily mean a significant academic investment. Many organizations place more weight in real-world experience and performance-based certifications and training that require far less time than a full degree program.”
ISACA’s report highlighted where hiring managers’ expectations are shifting most as they consider candidates for open cyber security positions:
- 55% of respondents report that practical, hands-on experience is the most important cyber security qualification
- 25% say today’s cyber security candidates are lacking in technical skills
- 45% don’t believe most applicants understand the business of cyber security
- 69% indicate that their organizations typically require a security certification for open positions
Closing the Gap
ISACA offers five recommendations to help find and retain qualified cyber security talent:
1. Invest in performance-based mechanisms for hiring and retention.
2. Create a culture of talent maximization to retain the staff you have. Even when budgets are tight, there are things that can be done that don’t impact the bottom line: alternative work arrangements, investment in personnel growth and technical competency, and job rotation to help round out skills.
3. Groom employees with tangential skills—such as application specialists and network specialists—to move into cyber security positions. They are likely to be highly incented to do so and it can help fill the gap in the long term.
4. Engage with and cultivate students and career changers (e.g., an outreach program to a university or an internship program).
5. Automate basic security operational tasks to decrease the overall burden on staff.
Download a free copy of the workforce report at www.isaca.org/state-of-cyber-security-2017.