As the demand for cybersecurity professionals continues to grow, a recent report and panel discussion by the International Information System Security Certification Consortium highlighted the urgent need for more skilled individuals in the technology industry. Despite this demand, significant barriers persist.
The 2024 ISC2 Cybersecurity Workforce Study, which gathered insights from 15,852 cybersecurity practitioners and decision-makers globally, revealed that 90% of respondents face skills shortages within their organizations. Skill gaps are particularly prevalent in areas like AI, cloud computing, security, and zero trust implementation.
According to the study, the global cybersecurity workforce gap currently stands at 4.8 million professionals, representing a 19% shortfall in meeting the industry’s needs. While some countries have seen a decrease in this gap, challenges such as mismatches in job seeker expectations and employer offerings continue to hinder progress.
HR doesn’t always know how to define cybersecurity
Defining cybersecurity positions can pose a challenge for HR teams, as the term is often used as a blanket description without specifying the specific skills required. This lack of clarity can lead to difficulties in recruiting suitable candidates for cybersecurity roles.
Trends show tightening budgets, slight increase in layoffs
The study highlighted that insufficient budgets, layoffs, and hiring freezes are contributing to the cybersecurity skills gap. Some organizations struggle to offer competitive salaries, especially in government positions where pay may not match that of the private sector.
To attract and retain cybersecurity talent, companies need to prioritize fair compensation, create a supportive work environment, and recognize employees’ contributions. Ongoing professional development is also crucial to address the evolving technical gaps identified in the industry.
How to foster early-career workers
Developing a pipeline of entry-level cybersecurity professionals is essential for filling senior roles in the future. Companies should focus on offering training programs, mentorship opportunities, and competitive compensation to support the growth of early-career workers.
Recruiting early or from nontraditional paths
Exploring nontraditional paths, such as vocational schools and community colleges, can help organizations tap into a diverse pool of talent. Programs that identify individuals with the necessary soft skills and provide technical training can be instrumental in addressing the cybersecurity skills shortage.