3 Ways to Foster Cyber Talent From Novice to Expert

The Need to Expand and Diversify America’s Cybersecurity Workforce

Every year, the headlines remind us of the growing number of open jobs in America’s cybersecurity workforce. The gap seems to widen with each passing year, and the pressure to fill these positions has never been greater. The latest US National Cybersecurity Strategy has set forth a vision in which every organization with an unfilled position plays a part in training the next generation of cybersecurity talent. To achieve this lofty goal, we must think outside the box and consider filling these positions with individuals who may not meet the “traditional” qualifications.

Rethinking Four-Year Degree Requirements

The cybersecurity industry has made commendable efforts in partnering with universities to foster diversity and inclusion. However, relying solely on four-year degree programs as the primary entry point into the industry may create unnecessary barriers for top talent. It is important to recognize that only 37.7% of people 25 years or older in the nation currently hold a bachelor’s degree. This requirement excludes many promising candidates who may have chosen other paths, such as joining the military or pursuing education at a community college.

Research has shown that focusing on skills rather than formal education significantly increases the number of qualified candidates, including veterans and underrepresented groups. Skill assessments have proven to be a reliable measure for predicting strong performance after hiring. By evaluating a candidate’s ability to perform tasks and apply their knowledge, skill assessments open doors for individuals of diverse backgrounds to showcase their capabilities.

Assessing for Aptitude and Skill

The prevailing belief in cybersecurity is that prior experience is essential to success in the field. This mindset creates a Catch-22 situation, particularly for underrepresented groups who may hesitate to apply for jobs if they feel they don’t meet the “traditional” requirements. To address this, aptitude-based assessments can measure inherent traits and cognitive skills outside of experience. These assessments identify qualities such as curiosity, problem-solving skills, a tinkering mindset, and a collaborative work style – attributes that are crucial for success in cybersecurity. By using such tools, hiring managers can uncover promising talent that may have been overlooked due to lack of education or experience.

Fostering Learning and Development

To build a strong and capable cybersecurity workforce for the future, a commitment to continuous learning and development is essential. Employers should not only focus on making external hires but also invest in reskilling their existing employees. In many cases, reskilling can be as effective, if not more, than bringing in new talent. Organizations should explore all entry points and career pathways for building their cybersecurity workforce.

Continuing education programs, both within and outside of organizations, are crucial for keeping the workforce current and honing their skills. Providing mentoring opportunities and reskilling programs helps employees reach their full potential and enables organizations to tap into hidden expertise within their existing staff. Furthermore, creating pathways for employees to transition to new types of cybersecurity roles facilitates career growth and flexibility.

Strength Through Diversity

Expanding and diversifying the cybersecurity workforce is not merely about closing the talent gap; it is about strengthening the nation’s cyber capabilities. Greater cognitive diversity within cyber teams leads to accelerated learning and performance. By embracing nontraditional entry points into the field, organizations can harness a diverse set of cyber professionals who bring fresh perspectives and approaches to problem-solving.

Investing in a Secure and Inclusive Future

Investing in a diverse pool of cybersecurity professionals today will pay dividends in the future. It will not only help close the widening talent gap but also enhance the nation’s ability to defend against ever-evolving cyber threats. By rethinking degree requirements, assessing for aptitude and skill, and prioritizing learning and development, we can make significant progress in building a robust and inclusive cybersecurity workforce. It’s time to break free from traditional norms and embrace the full spectrum of talent available to us. Only then can we truly strengthen our cyber defenses and secure a brighter future for all.