Hack-proof your business

In the digital age, cybersecurity is a must-have for businesses wanting to survive and thrive. Cyberattacks are becoming more frequent, sophisticated and costly, affecting millions of organisations worldwide. One report estimates that by 2025 cybercrime will cost the world $10.5 trillion annually, up from $3 trillion in 2015. 

To protect your data and reputation, you must invest in cybersecurity talent to prevent, detect and respond to cyber threats. That’s easier said than done, though: the demand for cybersecurity skills far exceeds the supply, creating a global workforce gap of 3.4 million people.

This gap poses an existential risk for businesses of all sizes as they struggle to fill their cybersecurity roles with competent, experienced candidates. According to a survey by ISACA, 63% of organisations say they have unfilled cybersecurity positions.

So how can you attract the best cybersecurity professionals in a competitive and scarce market? Here are some hiring tips to help you attract, retain and develop your cybersecurity workforce.

Define your cybersecurity needs and goals with precision 

Begin by identifying your organisation’s specific vulnerabilities, threat landscape and regulatory compliance requirements. This will enable you to determine the requisite skills for your cybersecurity team, such as expertise in intrusion detection and prevention systems (IDPS), security information and event management (SIEM), next-generation firewalls (NGFW), data loss prevention (DLP), secure software development (SSD) and advanced persistent threat (APT) defence strategies. A clear understanding of your organisation’s cybersecurity objectives will help you design targeted recruitment strategies.

Expand your cybersecurity talent pool and promote diversity

Capitalise on non-traditional pipelines for cybersecurity talent, including candidates with certifications from reputable industry organisations like CompTIA, ISACA, (ISC)² or SANS Institute. Tap into talent networks formed by cybersecurity boot camps, Capture the Flag (CTF) competitions and other skill-building events. 

Additionally, consider partnering with universities and educational institutions that offer cybersecurity programmes to cultivate a steady stream of potential candidates. By fostering a diverse workforce that includes under-represented groups such as women and minorities, your organisation can benefit from a broader range of problem-solving approaches.

Embrace internal mobility

The talent you're seeking may already be on your payroll. By identifying and nurturing existing employees with the potential to excel in cybersecurity roles, you can save on hiring costs and provide career growth opportunities for your workforce. To make this happen, invest in training and certification programmes to help internal candidates develop the necessary skills. If possible, pair these rookies with more experienced cybersecurity professionals who can act as mentors and career guides.

Entry-level cybersecurity roles that employees can be re-skilled for include:

  • Junior penetration tester: Penetration testers evaluate the security of your systems and networks by simulating real-world cyberattacks.
  • Security analyst: These professionals monitor and analyse security events and incidents that occur in your environment. 
  • Security awareness trainer: This role involves educating and training your employees on cybersecurity best practices and policies.

Offer competitive salaries, benefits and growth opportunities

Don’t be fooled by the recent rounds of high-profile layoffs in the tech industry: cybersecurity professionals remain in high demand. To attract and retain them, you need to offer competitive salaries that match or exceed the market rates. In addition to take-home pay, consider offering industry-specific incentives such as bonuses tied to achieving security metrics, stock options and access to cutting-edge tools and technologies.

Cybersecurity professionals are also drawn to organisations that prioritise their career development. Offer clear career paths with opportunities for vertical and lateral movement within the company, including positions such as security analyst, security engineer, incident responder and chief information security officer (CISO).

High-volume hiring and outsourcing solutions

Do you need to build your cybersecurity function from the ground up? Or perhaps you’re looking to scale up your current team as your business grows and takes on new projects. Either way, Page Resourcing can help.

When it comes to high-volume cybersecurity hiring, partnering with a talent solutions specialist like Page offers significant benefits. We can quickly source the cybersecurity talent you need, from entry-level analysts to senior security architects. Furthermore, our consultants have deep industry knowledge and can offer valuable insights into the latest cybersecurity trends and best practices.

Contact us today to learn how we can help you access the right mix of skills and expertise to protect your organisation from cyber threats.

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