Finding talent, developing skills and opening doors
As demand for cyber security expertise continues, how can organisations attract the right people, develop a talent pipeline and address the challenges of recruitment?
In our latest Cyber Byte webinar, we looked at cyber security recruitment, including the challenges facing employers, the opportunities for people entering the industry and how organisations can rethink their approach to finding and retaining talent.
The discussion highlighted an important point – building a strong cyber workforce isn’t simply about finding people with the right technical qualifications. It’s also about recognising potential, developing existing skills and creating opportunities for people from different backgrounds.
The challenge of finding the right people
Recruiting cyber security professionals can be difficult, particularly for organisations competing for experienced candidates with specialist technical skills. However, recruitment challenges aren’t always just about a shortage of talent. It can also be the way organisations approach recruitment, which can make finding suitable candidates more difficult.
Job descriptions that demand extensive experience, multiple certifications and highly specific technical knowledge may discourage capable applicants who could otherwise bring valuable skills to the organisation.
Employes should consider which skills are genuinely essential from day one and which can be developed through training and experience.
Qualifications or experience. What matters most?
Professional qualifications and certifications can demonstrate technical knowledge and commitment to learning. However, they’re only one part of what makes someone effective in a cyber security role.
Practical experience, problem-solving abilities, communication skills and an understanding of business risks can be equally important. Cyber security also requires people who can explain complex issues clearly, work with colleagues across an organisation and help others understand how to manage risks.
For employers, this means looking beyond a candidate’s qualifications to understand what they can contribute and how they might develop. For candidates, it reinforces the importance of demonstrating practical skills, curiosity and a willingness to learn.
Remember – there isn’t just one route into cyber security
One of the main strengths of the sector is the range of skills required. While technical expertise remains essential for many roles, the industry also needs people with experience in areas including risk management, governance, compliance, communications, project management and business operations.
This creates opportunities for people considering a career change or looking to apply existing skills in a different environment. Transferable skills shouldn’t be underestimated. Someone who understands business processes, manages complex projects or communicates effectively with different audiences may already have abilities that are valuable in cyber security.
Organisations that recognise these skills can access a wider pool of potential candidates.
Developing talent rather than recruiting in
Recruitment is only one part of building a capable cyber workforce. Organisations also need to consider how they support existing employees, develop new skills and create opportunities for career progression.
Training, mentoring and practical experience can help employees build confidence and expertise over time. This is particularly important for organisations that may struggle to compete with larger employers on salaries or recruitment budgets.
Investing in people can provide a more sustainable approach than relying entirely on recruiting experienced professionals.
Five top tips for employers to consider
- Review your job descriptions. Separate essential requirements from desirable skills. Avoid creating unnecessary barriers for applicants.
- Recognise transferable skills. Consider candidates from different professional backgrounds who may bring valuable experience and perspectives.
- Look beyond qualifications. Assess practical abilities, communication skills, problem-solving and potential alongside formal certifications.
- Invest in development. Training, mentoring and opportunities to gain experience can help build skills within your existing workforce.
- Think about long-term retention. Career development, supportive management and opportunities to progress can be just as important as attracting new recruits.
Building a strong cyber workforce
By recognising different routes into the industry, reviewing recruitment expectations and investing in skills development, organisations can help build a more accessible and capable workforce.
For people considering a career in cyber security, the message is equally important. There isn’t one route into the sector, and the skills you already have may be more relevant than you think.
Our grateful thanks to our speakers for attending this webinar and to Network ROI for sponsoring the Cyber Byte.