Is your business stepping up to the plate when it comes to dealing with cyber threats? Studies suggest an increased amount of time and money is being spent on cybersecurity as the C-Suite wake up to the reality of dealing with the problem.
An Accenture Security study, the State of Cyber Resilience 2018, found that there’s been wholescale change in the way cyber threats are being addressed.
Of the 4,600 cybersecurity executives surveyed, 66% are reporting to either the CEO or board members.
The same report also found that 27% of cybersecurity budgets are being authorized by the board of directors (up from 11% in 2017).
However, the CIO now has less control over funding with authorization dropping from 35% last year to 29%.
Cybersecurity as a top priority of the C-Suite’s agenda has been a clear trend throughout 2018.
But how are CEOs and the board tackling the threat and recruiting the talent they need to keep their organizations secure?
Here are some useful tips:
Does your organization have a strong hold on its cybersecurity requirements?
Would you be able to fill out a relevant Job Description and source the right candidates?
It’s essential to do your research and spot the real talent you’re looking for.
As Ed Tucker, current European CISCO of the Year put it: “Once you scratch the surface, you will find that most of those ‘experts’ simply don’t have any expertise.”
In an interview with infosecurity Magazine, Tucker went on to say: “With the abundant lack of skills, what is the solution? Well, the skills are available. Not necessarily all in one go, but they are there. There are decent volumes of good technologists; professionals who fundamentally understand how computers − physical or virtual − really work and how they communicate properly. A good foundation of technical know-how is easier to layer the nuances of cybersecurity upon than someone without technical competence.”
Everyone’s fishing in the same small pond which means it’s important to keep your options open and get creative.
Data protection specialists Digital Guardian have produced a useful list of the top cybersecurity colleges and degrees.
Scout your local market and consider offering a cybersecurity apprentice scheme. Or try pointing current employees in the direction of courses to take to upskill.
What will your cybersecurity professionals be protecting? Why is the information so valuable? Why is it so important it doesn’t fall into the wrong hands?
Make this clear from the outset and align the role with your company’s vision and values. You need that kind of buy-in.
Cyber professionals want to work at a place where they can make a tangible difference and feel like their mission is worthwhile.
This shouldn’t just involve the pitch your recruiter gives.
The way you market your business and the problems it solves are a huge part of selling the opportunity. Remember, candidate experience is key.
Are you offering competitive rates of pay for the skills you want?
Or flexible working?
The list could go on.
The point is, figure out the type of technical expertise you need to bring in and benchmark against what others are offering.
Your salary and perks need to be fit for purpose, especially for such in-demand talent.
Looking to bolster your cybersecurity team? If you’re struggling to hire or would simply like an objective view on your talent acquisition strategy then give me a call on 754.551.5625 or email david.welch@bps-world.com.