13% of companies are missing the people and skills needed to respond and recover from a cyberattack, according to their own cyber leaders.
Shocked? Probably not. You know about the cyber skills gap, but —
Did you know 1 in 10 business leaders don’t know if they’ve got the right security people and skills in place?
Now that’s shocking.
The gap between business and security is starting to close thanks to better communication. It’s just in time, especially with the cyber landscape getting increasingly more complex.
But recruitment and retention is still a major issue. In fact —
64% of cyber leaders ranked talent recruitment and retention as a key challenge for managing cyber resilience.
How are you competing for top talent?
Hopefully not just by throwing more money at whichever candidate reaches the end of your recruitment process…
Offering higher salaries is fuelling the high turnover of cyber experts, at a time when you need to keep knowledge in-house. Plus, people don’t only move for money.
Why people move jobs, according to the (ISC)²:
Are you selling your opportunity based on what people need? Or based around what you want in your team?
Think about being more flexible, and tailoring the specific opportunity based on the individual, and not just your needs.
What else can you do outside of looking at existing talent? Well, upskilling, mentoring, outsourcing, and using technology are all options. But there are many others:
It’s a busy time in the security market, and there’s a lot of moving parts.
Get in touch if you’d like help strengthening your team.
Thanks for reading.
13% of companies are missing the people and skills needed to respond and recover from a cyberattack, according to their own cyber leaders.
Shocked? Probably not. You know about the cyber skills gap, but —
Did you know 1 in 10 business leaders don’t know if they’ve got the right security people and skills in place?
Now that’s shocking.
The gap between business and security is starting to close thanks to better communication. It’s just in time, especially with the cyber landscape getting increasingly more complex.
But recruitment and retention is still a major issue. In fact —
64% of cyber leaders ranked talent recruitment and retention as a key challenge for managing cyber resilience.
How are you competing for top talent?
Hopefully not just by throwing more money at whichever candidate reaches the end of your recruitment process…
Offering higher salaries is fuelling the high turnover of cyber experts, at a time when you need to keep knowledge in-house. Plus, people don’t only move for money.
Why people move jobs, according to the (ISC)²:
Are you selling your opportunity based on what people need? Or based around what you want in your team?
Think about being more flexible, and tailoring the specific opportunity based on the individual, and not just your needs.
What else can you do outside of looking at existing talent? Well, upskilling, mentoring, outsourcing, and using technology are all options. But there are many others:
It’s a busy time in the security market, and there’s a lot of moving parts.
Get in touch if you’d like help strengthening your team.
Thanks for reading.