2018年-数据局_凯捷：网络安全人才网络防护的巨大缺口英文版_28页_2mb

CYBERSECURITY TALENT: Summary

Core Content

This report outlines eight recommendations for organizations to address the cybersecurity talent gap, emphasizing the importance of attracting and retaining skilled professionals in the field. The cybersecurity talent gap is described as one of the most significant challenges in digital risk management, with demand for cybersecurity skills expected to remain high for the next five years.

Main Viewpoints

• Cybersecurity is in high demand but low supply, with companies struggling to find qualified professionals.
• Gen Y and Gen Z are particularly interested in innovative recruitment methods, with 82% of them expressing willingness to engage with firms that use such approaches.
• Talent acquisition should focus on innovative strategies, including using bug bounty programs, gamification, and targeted outreach to attract potential candidates.
• Retention strategies must include career development, flexible work-life balance, gender inclusion, and task automation to keep cybersecurity professionals engaged.

Key Information

Cybersecurity Talent Profile

• Defined as individuals proficient in cybersecurity and working in related roles.
• Nearly 31% of the surveyed employees fit this profile.
• Cybersecurity professionals value compensation, culture, technology, career development, and collaborative environments.
• Negative factors that drive dissatisfaction include career progression, infrastructure, job security, work-life balance, and communication.

Recruitment Strategies

1. Think outside the box: Look beyond traditional recruitment channels and consider military, government, and neurodiverse candidates.
2. Hunt in areas where cybersecurity talent spend their time: Use platforms like RSA and Black Hat and gamified recruitment tools.
3. Create a compelling story: Highlight charismatic leadership, digitally talented peer groups, and role models to attract talent.
4. Turn your gaze inwards: Identify and re-purpose existing employees with relevant skills or provide training programs to upskill them.

Retention Strategies

1. Incentivize skill development: Offer training opportunities and reimbursements for courses to encourage continuous learning.
2. Promote gender inclusion: Address the underrepresentation of women by promoting STEM education and supporting female professionals.
3. Provide clear career paths: Especially for Gen Y and Gen Z, who value visibility of growth opportunities.
4. Automate mundane tasks: Use AI and machine learning to reduce the burden of routine tasks and allow professionals to focus on strategic and value-adding work.

Key Findings

• 82% of Gen Y and Gen Z cybersecurity professionals are more likely to engage with organizations that use innovative hiring practices.
• 55% of companies believe the cybersecurity talent gap is widening, and cybersecurity skills are in the highest demand.
• Over half (58%) of employers use anchor hiring to attract more cybersecurity talent.
• 84% of Gen Y and Gen Z cybersecurity talent prefer organizations that offer clear career development paths.
• Flexible work-life balance is a top preference for cybersecurity professionals, with 82% of them valuing this factor.
• Bug bounty programs, hackathons, and gamification are effective tools for identifying and recruiting cybersecurity talent.
• Task automation is crucial to improve productivity and reduce burnout.

Conclusion

Organizations that invest in innovative recruitment, employee development, and retention strategies will be better equipped to manage digital risks and leverage cybersecurity as a competitive advantage. The cybersecurity talent gap is not a temporary issue, and a proactive approach is essential to ensure long-term success in the digital era.