In the world of rapid development in emerging technologies, we are undoubtedly impressed by the latest technologies like ChatGPT, RPA, and quantum computing. The speed of deployment of these technologies for companies being consistent has resulted in a huge influx of cyber-attacks faced by these companies.
The exponential growth of the cyber security domain requires a high demand for security professionals, leading to a talent shortage problem.
In Oct 2022, research conducted by (ISC) ² revealed the cyber security profession needs to grow by 3.4 million people to close the global workforce gap. Security teams felt that they did not have enough teammates and therefore, it put their companies at risk of cyber attacks. The increase in incidents of high-profile data breaches and stricter regulatory requirements have put a lot of pressure on the security and compliance teams, which has caused burnout and impacted their effectiveness in responding to cybersecurity events.
Furthermore, Gartner predicts nearly half of the cyber security leaders will change jobs by 2025 due to workplace stress.
One of the reasons behind the talent shortage problem is the lack of awareness and education about the cyber security career path. Many students will pursue those 'popular and cool' technologies like AI and XR, while cyber security is always at the end of the spectrum. This unawareness has led to only a small pool of potential candidates being available to fill the demand.
Taking a proactive approach to developing a talent pipeline and retaining your existing teammates can help build a more sustainable, resilient, and secure future
Another reason is the rapid pace of technological change. As technology evolves, so do the threats targeting it, leaving it open to more attacks with unknown risks. This requires security professionals to keep updating their knowledge and skills to keep up.
How do we address the talent shortage and burnout problems to build more resilient and healthy teams?
Companies must take a proactive approach to develop their cyber security talent pipeline and maintain the focus on retaining these talents by
• Increased awareness and education: companies should work with educational institutes to raise awareness of the cyber security career path and the required skills. This can be done via career talks, placements, internship programs, and mentorship programs. Have a few role models to show them what success looks like; this will definitely raise the student’s interest.
• Internal recruitment: Basic IT hygiene is an important element in cyber security; therefore, those IT professionals can be open to transferring to cybersecurity. Companies need to promote and adopt an internal transfer culture in order to make it a success. An internal transfer should not be seen as a talent competition between the teams. In contrast, it should be seen as an opportunity to retain the talents in the long term.
• Emphasis on diversity and inclusion: it can help companies to widen their search pool for resources to tap in. This includes outreach to underrepresented groups and offer supporting programs. Companies should create a welcoming and inclusive culture for their workforce.
• Leverage automation and technology: these technologies can help companies to streamline their cyber security operations, and free up security professionals for more complex tasks. With the huge cases of attacks that surface, deploying automation will definitely help to improve your security posture.
• Develop your teammates: besides checking out for candidates outside, companies need to look inward to develop and retain their existing talents. In addition to providing them reasonable compensation, companies should encourage and give them opportunities to acquire new skills and certifications, celebrate small wins, and praise them for completing the milestones. Show your appreciation whenever appropriate. This will help build a healthy team culture.
The talent shortage and burnout problems in cyber security is a significant challenge facing companies worldwide. Taking a proactive approach to developing a talent pipeline and retaining your existing teammates can help build a more sustainable, resilient, and secure future.
