The War for Cyber Talent Will Be Won by Retention not Recruitment
Six steps for creating a work environment that challenges, stimulates, rewards, and constantly engages employees fighting the good fight against cybercriminals.
When it comes to cybersecurity, there are two common truths any executive will tell you. First, there is a well-documented shortfall of 3 million workers in the industry — too many jobs for too few qualified workers. Second, to fill these jobs, we need to think outside the box and look to professionals who aren't in the computer science and IT fields.
There are more articles than we can count that tangentially explore those two points. We need to move past discussing the problem and who may fill these jobs and explore the deeper question of how we get people into these jobs.
Right now, the supply of skilled workers is significantly less than the incredible demand for these positions; thus, the negotiating power is squarely in the hands of the workers. They can set their requirements and can do so with virtually any number of willing suitors. Consequently, how we attract talent and who we recruit will still be an active area of focus. But how we retain these workers should be positioned with equal or greater importance. Here are six steps to keep your cyber talent from running off to the next highest bidder.
Step 1: Stay competitive with compensation and benefits. This should go without saying: The best legacy cyber workers and the smartest professionals that can be upskilled to be cyber professionals are able to name their price. If the wages and benefit packages aren't fair and competitive, they'll find their next opportunity quickly.
Step 2: Have a well-defined hiring strategy. While there are more jobs than can be filled, there is no need to be reckless and hire for quantity versus quality. Clearly articulate what your organization and team is looking for and hire against those needs. This will provide your hire(s) with a sense of purpose toward a specific goal instead of anonymity in some homogeneous group.
Step 3: Provide continuous education. Cybersecurity is a field that is changing by the hour. There are new threats, new advances in technology, new social and political ramifications, and new solutions to constantly stay in front of. By investing in education, you are equipping your new hires and current employees to be the best in their field and provide the best service and solutions to your clients.
Step 4: Redefine purpose. It's very easy once people are hired to give them objectives and leave them to their own devices. While focusing on the objective is great for short-term goals, in the long term, new hires may begin to wonder what their purpose is on the team, what they are trying to achieve, and how their work is affecting the greater good. At the onset, work with employees to create their big-picture purpose and continually redefine their objectives as the work changes. This will allow your employees to articulate how their positions are impacting the company and society. For instance, while the employment objective may be pinhole testing for system vulnerabilities, that employee's bigger purpose is to discover weaknesses in a bank's mobile app and create defenses against those vulnerabilities to allow for a safe and seamless experience for customers while mobile banking.
Step 5: Create an employee career map. Job security and the opportunity for growth are incredible motivators. However, as cybersecurity practitioners are incredibly coveted in the marketplace, it becomes crucial to show them their career trajectory rather than simply saying "you have a future with this company." By creating an employee journey map, you are laying out clear instructions for how they can succeed and grow organically within the organization.
Step 6: Utilize human resource analytics. The use of HR analytics will allow the hiring manager on the team to not only see in real-time what the needs of the team are, who's been hired, and where they came from, but it will also measure the ROI of employee programs and overall workforce performance as well as identify where the team is growing and where resources can be allocated. By utilizing this information, hiring managers can make informed decisions possible that will help them hire the best people, reduce costly and morale-damaging turnover, and allow for the proper management of team resources.
Recruiting the best talent is only the beginning. Where we'll win both the battle and the war for talent is by creating an environment that challenges, stimulates, rewards, and constantly re‑engages our employees to fight the good fight against cybercriminals.
Industry: Cyber Security
- DevSecOpp- Security design / review consultant. SC Clearance. London
CH7838 London £70,000 DevSecOpp- Security design / review consultant. DevSecOpp- Security design / review consultant will ensure that newly created, public facing apps are secure by design and by default by aligning them to current / best practice security policies and standards into the design phases. The individual must have a technical software / application development background with specalist experinece in secure architecture design. (Frameworks, processes, best practice etc) Practical experience translating and ensuring that the OWASP top 10, ISO27001, HMG frameworks requirements are reviewed and embedded into project designs which are implemented is essential. Experience working projects through a full development lifecycle is key. You will work along side the design and project teams to idenitfy and mitigate risks throughout the design phases. This is a permanent role. SC clearance is essential as is the ability to get to the London office. (When appropiate #covid) Security DevSecOps consultant. To arrange a discreet call book via https://calendly.com/chris-holt/devsecopp--security-design-review-consultant
- SPLUNK SOC Analyst level 3, London.
SPLUNK SOC Analyst level 3, Must be able to commute to the City of London. Onsite role. Security clearance needed. The SPLUNK SOC Analyst level 3 must have current experience working within a SOC environment with specific experience using a range of tools and techniques to investigate security incidents. Current experience with Splunk is essential. any additional experience Individuals with Elastic Security SIEM are highly desirable. Any of the following certifications are desirable Splunk Phantom certified admin, Splunk Core Certified Power User / Advanced, Splunk Certified Enterprise Security Admin, etc The role will include, but not be limited to working with sophisticated information security tools, investigating security incidents, incident management, technical escalation, process improvement, research into the latest threats, reporting etc The individual MUST currently be living in the UK and be able to achieve UK security clearance. (SC) This is a permanent role To arrange a call with Chris Holt https://calendly.com/chris-holt/arranged-call-with-chris-holt-elastic-siem-engineer-soc Chris.Holt@dclsearch.com
- ISO 27001 & Business Continuity Security Specialist, End User
- United Kingdom
CH7828 ISO 27001 & Business Continuity Security Specialist, End User, £70,000 United Kingdom ISO 27001 & Business Continuity Security Specialist needed to join a Cyber team within an end user. The ISO 27001 & Business Continuity Security Specialist will have end to end responsibility for the information security and Business Continuity management system. ISMS/BCMS. Both from an information security and technical security perspective working alongside the CISO. Experience must include, but not be limited to; a mix of Information Security standards, frameworks, audit principles, controls / policies and the management and use of the technical tooling to achieve compliance. ISO 22301, ISO 27001, NIST Cybersecurity Framework etc An ideal candidate will be working within an end user environment with a cyber consultancy background. Experience taking a company through accreditation is highly desirable Experience managing internal stakeholders, technical teams and external third parties essential Flexible working, very occasional travel to London office This is an exclusive role to DCL Search & Selection. Looking to interview immediately. https://calendly.com/chris-holt/iso-27001-business-continuity-security-specialis
- PCI- DSS Security Consultant, End User
PCI- DSS Security Consultant needed to join a Cyber team within an end user. The PCI- DSS Security Consultant will have end to end responsibility for PCI - DSS and its continuing certification. Both from an information security and technical security perspective working alongside the CISO. Experience must include, but not be limited to; a mix of Information Security standards, frameworks, audit principles, controls / policies and the management and use of the technical tooling to achieve compliance. PCI objectives / 12 key requirements, OWASP top 10, ISO 27001, NIST Cybersecurity Framework etc An ideal candidate will be working within an end user environment with a cyber consultancy background. PCI Cloud compliance, specifically someone with experience taking PCI-DSS from on premise into the cloud is HIGHLY desired. However, someone with Solid PCI experience with a strong technical background which include Cyber / Secure by design etc would be considered. Experience managing internal stakeholders and external third parties essential. Flexible working, but with the ability to get into London. This is an exclusive role to DCL Search & Selection. 1st stage interviews to happen the week of the 14th September Arrange a call with Chris on https://calendly.com/chris-holt/arrange-a-call-chris-dcl-pci-compliance