The cybersecurity gap continues as threats continue to evolve and grow. According to the latest skills report from Fortinet, 67% of leaders agree that a lack of cybersecurity skills creates additional cyber risks for their organization.

At the same time, the Great Resignation has led many people to leave their jobs in search of something new – which means there are more people looking for new opportunities. For security leaders, this may be an opportunity to attract more people, but it requires more effort to recruit outside of traditional pipelines.

Understanding skills gaps

The global cybersecurity workforce will need to grow by 65% ​​in order to adequately protect critical digital assets of enterprises, according to the ISC2Cyber ​​Workforce Report 2021. Although the number of experts needed to fill the gap has fallen over the last year, from 3.12 million to 2.72 million, it remains a significant deficit that puts companies at risk.

Fortinet is global 2022 Cyber ​​Security Skills Gaps Report found that 80% of respondents in enterprises were affected by at least one breach, which they could attribute to a lack of skills or awareness of cybersecurity. The survey also found that 64% of businesses worldwide have suffered breaches that have led to loss of revenue, recovery costs and / or fines.

Finding and retaining the right staff to play important security roles, ranging from cloud security professionals to Security Operations Center (SOC) analysts, is a major concern for businesses. According to the report, 60% of leaders admit that their company has difficulty recruiting, and 52% have difficulty retaining people.

The big resignation

While ransomware and other security incidents have increased – and skills gap has been preserved – a third phenomenon has occurred: the so-called Great Resignation. According to the U.S. Bureau of Labor Statistics, 4 million Americans quit their jobs in July 2021 – and more than 11 million vacancies in February 2022, employers in various sectors are struggling to find and retain employees.

However, there may be something like silver in this situation in terms of cybersecurity. Many people who left their jobs were looking for something new and more fulfilling – which could be a career in cybersecurity. There are many people who come to this field in the middle of their careers or bypass. They may have never considered the field of cybersecurity before, but they are surprised to find the rich and varied opportunities that await them.

The shift to a home-based (WFH) or hybrid as a result of the pandemic has helped increase the number of potential candidates, as location is no longer a factor in job opportunities or hiring decisions. Jobseekers and employers literally have a whole world to choose from now.

Dialing beyond traditional channels

Recruiting women and new graduates is a major employment challenge for 7 out of 10 leaders worldwide, and 61% say hiring minorities is a major challenge for their organization. The Fortinet study also found that 89% of global corporations have specific diversity goals as part of their hiring strategy as they seek to create more efficient and diverse teams; 75% of companies have formal mechanisms for explicitly hiring more women, while 59% have strategies for hiring minorities.

Recruitment teams tend to focus on technical roles when thinking about cybersecurity jobs. However, cybersecurity requires many different responsibilities, just as in other industries. There are jobs at every level – from beginner to executive – as well as technical and non-technical roles. Each department needs qualified staff and each member of the company is responsible for the success and security of the organization.

By looking for more “non-traditional” channels for staff, organizations are opening up their staffing opportunities. One such example is Fortinet Training Institute and TAA initiatives that assist organizations in recruiting qualified people, including Educational program, which focuses on non-profit organizations, women and veterans who bring people into the industry, train and certify them to work in the field of cybersecurity. In addition to NSE Certification Program offers 8 levels of certificates, ranging from non-technical to high-tech courses in key areas, such as SD-WAN and Zero confidence limit. This provides opportunities for further training, lifelong learning and retraining, so that everyone, regardless of background, can pursue a career in cybersecurity or grow in their technical roles.

A new perspective for recruiting

Although cybernetic skills gap has decreased slightly, cyber threats are increasing every year and becoming more complex. Part of the challenge for organizations is to maintain their IT security teams with staff so that they can deal with these threats. But events such as the Great Resignation and the pandemic have shown that people want more than wages and that it is possible to find talent – or a new job – anywhere in the world.

However, this gap is large enough that organizations need to add non-traditional recruitment channels to fully fulfill their cybersecurity functions – including women, veterans and minorities. Training and certification are another way for organizations to improve workers’ skills and solve skills problems. It is necessary to think in new ways about the staff of this critical aspect of modern business.

Learn more about Fortinet a free cybersecurity training initiative and Fortinet Institute for Trainingincluding NSE Certification programm, Academic partner professionalgramsand Education a program that includes a focus on veterans.

Sandra Whitley has more than 20 years of experience in developing and managing holistic marketing and communication strategies that build brands and stimulate business impact. Sandra is responsible for global corporate communications, marketing, global threat intelligence and global philanthropy. Prior to Fortinet, Sandra led communications for leading technology brands, including Cisco, NetApp and AMD. Sandra currently serves as a board member of the IoTTC Consortium and has previously served on numerous non-profit councils and is a founding member of US2020, a White House initiative to improve STEM training and increase the flow of STEM workers in the United States. a degree from the University of Santa Clara, a degree in community leadership from Boston College and a degree in corporate responsibility from UC Berkeley.


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