Metaverse and the New World of the Internet

 3 ways to remedy the shortage of manpower in the field of cybersecurity

The cybersecurity talent shortage continues to escalate to dangerous levels, and research conducted by the International Information System Security Certification Consortium estimates the global shortage of cybersecurity personnel at just under three million jobs; Of that, 498,000 are in North America alone.

For companies operating in various industries, this shortage is a source of insurmountable pressures. The data and privacy of customers, employees, and company-wide details are at risk.

It is time for employers to solve this talent shortage problem by moving towards tackling the talent shortage internally rather than focusing on hiring outside employees.

Here's how talent management leaders can help their companies overcome the cybersecurity skills gap:

1. Identify the factors that make a successful cyber security employee:

It is not enough just to be an amateur or know the ins and outs of cyber security to be considered qualified to take up a job in this field; That's why managers and supervisors must clearly define the skills and traits of a successful cybersecurity professional, and then leaders make sure that they spend money and time on training employees who have a higher chance of success.

Begin the evaluation of the cybersecurity professionals on your team and identify the key attributes and capabilities that enhance their success. If you do not have existing cybersecurity personnel, assess your current employees on the cognitive capabilities and personal attributes needed to learn new technology skills quickly and effectively.

Use your assessment data to clearly define each of the cybersecurity personnel's roles and requirements. The International Information System Security Certification Consortium report reveals that cybersecurity professionals possess strong skills and knowledge of basic cybersecurity concepts.

Use a combination of these attributes to build an appropriate description of each cybersecurity job in your company, and once clearly identified, assess which members of your team show an interest in working in the field and have the ability to take a real role in it.

2. Designing Hybrid Cyber ​​Security Job Roles:

When you combine diverse skills that you wouldn't normally find in one job, you've created a "hybrid role." The popularity of these non-traditional job roles is growing with the increasing flexibility of insular job definitions to better adapt to the changing needs of companies.

In fact, the “Hybrid Work Economy,” a recent report by Burning Glass, notes that one in eight jobs advertised today is highly hybrid.

As the reliance on technology increases to get jobs done, traditional roles require more knowledge of cyber security. For example, your chief marketing officer needs to protect sensitive customer and marketing data; Job role hybridization may mean giving employees more responsibility and accountability for information security while reducing the need for a cybersecurity specialist in that department.

When you're redesigning and creating hybrid roles, people working in hybrid roles must get training in cybersecurity skills, for example, Verizon allows 2,000 employees to train in cybersecurity.

The course enables employees to make the progress that suits them while continuing to fulfil their responsibilities in the current job, and adjustable coursework allows employees to learn what is necessary to accomplish the tasks in their new job description.

3. Develop informal vocational training opportunities:

Apprenticeships were once limited to "blue-collar workers" jobs, but today tech giants - such as Salesforce, IBM, and Amazon - are implementing apprenticeships in technology-based roles. These programs are used to train people with promising potential who are not working in the organization.

Managers and supervisors can redefine apprenticeship programs to be more flexible and focus more on internal rather than external candidates. Creating an informal vocational training program in your company allows you to customize it to the needs of each individual or department.

If you have cyber security professionals with in-depth knowledge of the field, they can train others. Or you may not have anyone with these particular abilities; So in this case, you can identify people you know - outside the organization - who can provide advice in this area or partner with companies that offer online degrees.

Take better account of your team's needs and current workloads, and be clear and specific about each part of the process, structuring their workday and who is involved in overseeing the program. Then, set a specific timeline that will give employees guidance when they start using the software.

Finally, establish specific metrics to be used to measure the success of the program, and use them as you move forward to assess what works and what doesn't about the program, and what qualities and skills are possessed by employees who successfully complete the apprenticeship.