Tackling the Escalating Talent Shortage in Cybersecurity: Strategies for Improvement

The challenge of talent scarcity in cybersecurity is far from resolved; in fact, it’s becoming increasingly dire. As organizations grapple with this issue, we invite you to share your insights and ideas for addressing it.

Recent findings from the ISACA State of Cybersecurity survey paint a stark picture of our industry’s staffing dilemmas:

• A staggering 73% of cybersecurity teams are significantly understaffed, leading to a notable 8% increase in difficulties faced by organizations in retaining qualified professionals since last year.
• 63% of businesses report vacancies in cybersecurity roles, also reflecting an 8% uptick from previous years.
• 60% are struggling to maintain their qualified cybersecurity workforce, marking a 7% rise from 2020.
• 55% of companies express concerns about the qualifications of job applicants.
• On average, it takes 3-6 months to fill open positions, according to 53% of respondents.
• Only 45% are committed to training non-security staff who wish to transition into security roles.
• About 47% of professionals have chosen to leave their jobs due to limited opportunities for advancement.
• Alarmingly, just 44% manage security personnel with less than three years of experience.

Key Takeaways from the ISACA Survey

The persistent rise in demand for cybersecurity expertise has created a complex web of interrelated issues involving staffing levels, employee retention, and cyber threats. As it stands, the workforce shortage is growing, not shrinking. The prolonged time it takes to fill vacancies contributes to workplace stress, prompting some employees to seek new opportunities. Moreover, the industry’s difficulty in hiring and adequately training entry-level professionals exacerbates reliance on an aging workforce.

Proposed Solutions

1. Establish Clear Pathways for Junior Talent: Just as Software developers embrace junior roles, cybersecurity should mirror this model. Many of us have navigated our careers starting from entry-level positions, but this pathway appears to be an exception rather than the standard. We must develop structured ways to nurture junior talent—they are the future of cybersecurity. While they may not be equipped to handle all tasks, juniors can manage less complex functions, thus allowing more seasoned professionals to concentrate on critical business operations.

2. Embrace Global Talent: There’s a wealth of phenomenal talent outside of our immediate geographic boundaries. While some roles necessitate physical