What image flashes in your mind when you hear the word cybersecurity? Is it a room filled with happy, diverse, productive people making a difference in the world around them? Sadly no. More than likely, it’s a guy hunched over his computer wearing a dark hoodie with some ones and zeros floating above his head.
While the shortage of cybersecurity staff continues, many enterprises are now looking for less volume and for more specialization.Companies need specialists who are well-versed in the threats aimed at the business's environment.
Cybersecurity is not a low-skill field. It requires general IT knowledge, specialist cybersecurity certifications, and, sometimes, knowledge about particular industry sectors such as finance and health. We need talented, skilled professionals to meet the demand. And we don’t need them in a few years – we need them now. How do we get enough people in the pipeline to meet the growing need?
Today’s center of gravity in cybersecurity is shifting, pulling the skills and experience of cyber defenders in new directions. In most companies, this situation has led to a convergence of responsibilities between physical security, information security and cybersecurity teams, and an increased commitment to “staffing-up” of dedicated “cyber defenders.”
Cities big and small are making their way into the smart realm, putting sensors on everything from street lights to sensors, buildings to connected cars, and thus, making themselves “smart.”
To borrow from the Nobel Prize winning songwriter, the (security) times, they are a-changin’. Growing complexity is one of today’s IT’s biggest security challenges.
Sophisticated cybersecurity defenses are increasingly in high demand as a cybersecurity attack is now viewed as an inevitability. However, a majority of surveyed organizational leaders fear they are ill-equipped to address these threats head-on
A global study - the 3rd annual World Talent Report from IMD business school has identified crisis-riddled Europe as home to nine of the 10 economies best equipped to develop, attract and retain business talent.
There's a talent gap growing in the cybersecurity and security leadership fields. Could an increased campaign for stronger science, technology, engineering and math education help to close it?
Industry decision-makers need to re-think their hiring strategies. Sure, those credentials sound great. Problem is, likelihood of hardened mindsets is enhanced tenfold because of them. While a candidate may have the juice under the hood, this doesn’t necessarily mean they’re willing to hit the gas when it counts. When interviewing seasoned candidates, focus on change.
