Organizations can close the cybersecurity skills gap and reduce cyber risk by working with external partners, such as managed service providers.

Setting clear expectations for new cybersecurity hires can help security teams with talent retention and developing secure organizations.

Cybersecurity leadership and human resources (HR) teams need to collaborate to close the cyber talent gap.

Security leaders say their organizations are failing to manage cyber risk. The 2022 Security Priorities Study, released by Foundry (formerly IDG Communications), explores how.

Security leaders prioritize threats to their financial departments, user databases and marketing over third-party risk, according to the TCS Risk & Cybersecurity Study.

The Federal Rotational Cyber Workforce Program Act of 2021 and the State and Local Government Cybersecurity Act of 2021 will promote cybersecurity on the national, state and local levels.

Talent shortages have negative effects on cybersecurity, according to the State of Pentesting 2022 report from Cobalt. To avoid talent gaps, employers can focus on proactive retention.

The 2022 State of Application Strategy Report from F5 explores the effects of digital transformation on business operations and cybersecurity.

By being an organization of change, executives can not only diversify the talent within security, cybersecurity and IT teams, but they can improve the quality of their hires and set their enterprise organizations up to thrive in the future.