Closing the Cybersecurity Gap: Navigating the Talent Shortage to Empower CISOs

The Persistent Cybersecurity Talent Shortage

A Growing Problem in the Face of an Evolving Threat Landscape

According to recent research from ISC2, the cybersecurity sector is grappling with a severe shortage of talent as the threat landscape continues to evolve. The study reveals that although the global cybersecurity workforce expanded to 4.7 million individuals in 2022, there is still a need for over 3.4 million additional security professionals. This represents an increase of more than 26% compared to the numbers from 2021.

The scarcity of cybersecurity talent can be attributed to several factors. One significant reason is the shift in organizations’ strategies towards cloud-first approaches to achieve greater scalability and flexibility. With the increasing adoption of multiple cloud technology providers and multiple database providers, the workload, alerts, and data multiply, creating a need for new tools, skill changes, and overall involvement due to complexity.

Furthermore, the current economic climate presents a challenge for Chief Information Security Officers (CISOs) who lack the budgets and personnel to meet the growing demand. This shortage affects organizations of all sizes and is compounded by the expanding and evolving threat landscape. In 2022 alone, there were 1,802 data compromises, impacting a staggering 422 million individuals.

The Impact on the CISO Role

The talent shortage not only affects organizations but also has significant implications for the role of the CISO. Today, CISOs are faced with an increasing workload that includes administrative tasks related to audits, third-party risk assessments, and vendor due diligence, in addition to their evolving legal and regulatory responsibilities.

The shift in workload is exemplified by the significant increase in time spent on third-party assessments. Only two years ago, CISOs would spend an average of two hours on such assessments, while in 2022, this increased to about eight hours, with some assessments requiring over 30 staff hours. This pattern is likely to be consistent across most CISOs‘ experiences.

Furthermore, CISOs are now expected to provide guidance on data protection and advise on the lawful use of data as businesses grapple with evolving privacy regulations. However, privacy implementation requires a multidisciplinary approach and multiple skill sets beyond the scope of the CISO’s office. While CISOs may initiate privacy programs, a mature program requires the involvement of individuals with an intimate knowledge of the company’s data and its use.

The relentless increase in security threats and breaches further raises the stakes for CISOs and their teams, necessitating quick and effective action. The rapid migration to the cloud has made response capabilities more challenging due to reduced visibility compared to traditional data centers. Modern, cloud-first data security tools do exist, but they are often not designed with the CISO’s specific needs in mind, as they were initially developed for data operations teams. Moreover, the proliferation of dispersed data sources and providers has made understanding data context nearly impossible for most security organizations.

Strategies to Fill the Cybersecurity Skills Gap

In light of the persistent talent shortage, organizations must take strategic measures to bridge the gap in human talent. First and foremost, they need to instill a culture of security throughout their business. This involves educating all facets of the organization, from the C-suite to marketing teams to data practitioners, on security best practices. By empowering every member of the organization with security knowledge, organizations can compensate for the lack of talent and foster collaboration in tackling security challenges.

Moreover, elevating the role of the CISO is crucial. The CISO should be included as part of the senior leadership team and even have a seat at the boardroom table. As rules and regulations increase the focus on reporting internal security standards and metrics, CISOs need direct access to the boardroom to effectively communicate these standards and metrics. This enables them to make a strong case for additional team members and recruit the right people for the job.

Despite tighter technology budgets, organizations must continue investing in automation. By leveraging tools that handle tedious backend work, provide detailed analysis, and offer guidance on next steps, businesses can reduce costly human labor while ensuring security at scale. These automation tools also enable security teams to focus on higher-value projects, contributing to talent retention. Automation can alleviate the burden of sifting through countless alerts and enable team members to dedicate more time to impactful work.

Looking Ahead

The demand for cybersecurity skills shows no signs of diminishing, especially considering new mandates such as the Biden administration’s cyber strategy. Public sector customers will scrutinize technology companies and service providers even more closely, leading to heightened security requirements across the ecosystem. It is imperative that organizations invest in measures to supplement the lack of human talent now to mitigate future risks to their business and customers.

Closing the cybersecurity talent gap requires a multifaceted approach that encompasses cultural shifts, strategic empowerment of the CISO role, and continued investment in automation. By addressing these challenges head-on, organizations can strengthen their defenses and adapt to the evolving threat landscape, ensuring a safer digital future for all.