In an age where technology is central to most of our lives, data security is more important than ever. As we produce ever more data, consumers and organizations become more vulnerable to cyberattack; the demand for cybersecurity talent has increased accordingly, leaving a talent gap within the industry.

It is estimated that we produce more than 2.5 quintillion bytes of data every day. A breach of this data from target attacks or skilled opportunities could have a catastrophic impact on an organization, and as such cybersecurity is a vector of a business’s resilience and ability to thrive. Just as the world of tech is continuously evolving, as soon as cybersecurity specialists implement a safeguard, cyber threats evolve, becoming more and more sophisticated. According to the IC³ – the FBI’s Internet Crime Complaint Center, cybercrime was responsible for the loss of over $10billion in 2022. As organizations up their security, cybercriminals up their game. At the same time, Dark Web Markets continued to bloom in 2023 according to Dark Web Price Index 2023. And so, the cycle continues.

The rise of the tech talent gap

According to the IT Salary Guide by tech recruiters Motion Recruitment, 76% of IT and Technology employers report difficulty finding the skills required for their open roles. This is due to a range of factors in addition to the huge advancement of technology and the economic uncertainty faced by organizations of all sizes around the globe in recent years, as organizations globally are on a mission to boost their cyber defence capabilities; continue to pursue digital transformation; prepare for a world in which AI is the norm, all while navigating often complex compliance demands regarding data security and privacy.

Amid this rapidly rising demand, there is a final significant factor contributing to the cybersecurity talent gap: as a comparatively young field, there are fewer people with in-depth knowledge and experience, meaning that those with greater experience are in high demand.

The bottom line is that a data breach costs an average of $4,45million; it’s no wonder that nearly half of C-suit executives in the US say that cyber threats are a major worry. When added to the fact that we are producing exponentially more data year on year, it is virtually impossible for tech recruiters to keep up with the demand for skilled cybersecurity talent.

Navigating the talent shortage

It is not possible to reduce demand for cybersecurity, and nor is it an option to increase the number of cybersecurity specialists currently working within the field. So, in order to protect their data and that of their clients, it is important that organizations and tech recruiters deploy a range of tactics:

1. Upskill in-house talent- upskilling your own teams helps you to develop a great working culture while nurturing loyal team members to take on new challenges. By identifying employees’ ambitions and interests early in their employment, and periodically reviewing their progression and aspirations, you can improve staff retention and make sure that you have a constant pipeline of new talent. Upskilling doesn’t have to take a linear approach, you can offer a range of benefits including external upskilling programs, subsidized training, and in-house training based on needs identified by managers and employee aspiration surveys.
2. Graduate employment events. As cybersecurity is a relatively new specialism, there aren’t many people out there at the top of their game. Instead of looking for people to fill senior roles today, look for talent with the potential to rise rapidly through the ranks. Graduate engagement is a great way of doing this and summer internships literally let you try before you buy.
3. Look for the soft skills and potential to develop. Strong technical skills are, of course, essential for cybersecurity specialists, however, soft skills and natural acuity are important, too. Knowledge can be gained but the ability to learn and effective communication skills, as well as a natural affinity for the more technical elements are more innate. Rather than looking for the ideal fit, focus on those other skills in the knowledge that you can train new talent to meet your organization’s needs. By incorporating the potential to develop within a role into the job description, you have the potential to attract a broader pool of talent who have the foresight to think about what the job could become, as well as what it is now.
4. Be imaginative. The digital world is notorious in its lack of diversity; according to Zippia, 73% of jobs in tech are held by men, and 62% by Caucasian employees. Research by the US Equal Employment Opportunity Commission found that 83.3% of executives in tech are Caucasian. This lack of diversity is down to a range of factors, including, according to Forbes, biased job language is a significant contributing factor. With this lack of diversity comes opportunity for organizations to evaluate their language, recruitment and Human Resources processes while simultaneously accessing a largely untapped pool of diverse talent.
5. Work on how you are going to attract talent. People don’t just come to your organization for the pay, although that is a significant factor. In order to attract the best people, you need to offer the best package. This includes salary, flexibility, and a great work culture. Utilize employee focus groups and questionnaires to gauge satisfaction at work and put time and effort into making your organization a great place to be.

Addressing the talent gap in cybersecurity can be a challenge, particularly for organizations that know they need to protect their organization and its clients today. However, by seeing the gap as an opportunity to be innovative and to grow your own talent, organizations have the opportunity to develop and retain skilled cybersecurity specialists that have been specifically trained to meet their niche needs.