The latest update of the (ISC)² Cybersecurity Workforce Study (2022) estimates that there are now 4.7 million people in the Global Cyber Workforce.
There’s a demand for an additional 72% above the current cyber workforce population, i.e., there are 3.4 million open vacancies so we need 8.1 million people working in cyber.
This is actually up from last year’s numbers where there were 4.19 million in the global workforce, and demand of 2.72 million more jobs than people – 65% above the population.
In fact, it’s a 26.2% year-on-year growth, ‘making it a profession in dire need of more people.’
And there are people just like you trying to attract the best talent from that limited pool – with 43% of you not being able to find enough qualified talent.
28% of that is for budget reasons. Have you considered nearshoring the more operational parts of your security team? Are you training your existing staff? And don’t just look at your IT team…
Yes, there are countless socio-economic issues at the moment, but if your company is looking at cyber security demand as part of your IT demand – this is the first thing you’re doing wrong.
With so many companies competing for the same talent, it’s no surprise you feel like you’re not making any progress.
You need to grow to retain market share. And, if you can do that, grow faster than your competition. You’re looking for the best candidate as quickly as possible. Then you want to secure them.
It shouldn’t be too hard to hire. And it isn’t. But you need to look at your team first. Then look at your interview process. Only then does it make sense to look externally and use a search partner.
Getting your HR team to grow your “panel” of cyber recruiters won’t help. They’ll find someone great and send them to you and all the other companies who are hiring. Then salary demands will go up at offer stage. Rinse and repeat.
We’ve put together a 27-page eBook that includes some effective techniques and best practices to ensure you and your team have done everything possible to hire top performers before you need to engage a Search Firm.
___
Whenever you’re ready, there are 2 ways I can help you:
1. If you’re an Employer:
→ Read our Free Guides: 10 Step Guide To Hiring A Security Specialist and 7 Steps To Fix Your Recruitment Process.
→ Download our Free eBook, “13 free tips you can use right now to hire security talent”. This is our ultimate 27-page guide to building your security team.
→ Or speak to me directly here: Book a Security Hiring Strategy Session.
2. If you’re a Candidate:
→ Read our Free Guide: How To Negotiate Salary.
→ We place security specialists across Europe. Get in touch if you are looking for another opportunity.
→ Or use our CV Rewriting Service to Fix Your CV.
___
Posted on 21st October 2022.
The latest update of the (ISC)² Cybersecurity Workforce Study (2022) estimates that there are now 4.7 million people in the Global Cyber Workforce.
There’s a demand for an additional 72% above the current cyber workforce population, i.e., there are 3.4 million open vacancies so we need 8.1 million people working in cyber.
This is actually up from last year’s numbers where there were 4.19 million in the global workforce, and demand of 2.72 million more jobs than people – 65% above the population.
In fact, it’s a 26.2% year-on-year growth, ‘making it a profession in dire need of more people.’
And there are people just like you trying to attract the best talent from that limited pool – with 43% of you not being able to find enough qualified talent.
28% of that is for budget reasons. Have you considered nearshoring the more operational parts of your security team? Are you training your existing staff? And don’t just look at your IT team…
Yes, there are countless socio-economic issues at the moment, but if your company is looking at cyber security demand as part of your IT demand – this is the first thing you’re doing wrong.
With so many companies competing for the same talent, it’s no surprise you feel like you’re not making any progress.
You need to grow to retain market share. And, if you can do that, grow faster than your competition. You’re looking for the best candidate as quickly as possible. Then you want to secure them.
It shouldn’t be too hard to hire. And it isn’t. But you need to look at your team first. Then look at your interview process. Only then does it make sense to look externally and use a search partner.
Getting your HR team to grow your “panel” of cyber recruiters won’t help. They’ll find someone great and send them to you and all the other companies who are hiring. Then salary demands will go up at offer stage. Rinse and repeat.
We’ve put together a 27-page eBook that includes some effective techniques and best practices to ensure you and your team have done everything possible to hire top performers before you need to engage a Search Firm.
___
Whenever you’re ready, there are 2 ways I can help you:
1. If you’re an Employer:
→ Read our Free Guides: 10 Step Guide To Hiring A Security Specialist and 7 Steps To Fix Your Recruitment Process.
→ Download our Free eBook, “13 free tips you can use right now to hire security talent”. This is our ultimate 27-page guide to building your security team.
→ Or speak to me directly here: Book a Security Hiring Strategy Session.
2. If you’re a Candidate:
→ Read our Free Guide: How To Negotiate Salary.
→ We place security specialists across Europe. Get in touch if you are looking for another opportunity.
→ Or use our CV Rewriting Service to Fix Your CV.
___
Posted on 21st October 2022.