Blog Post

Bridge Cybersecurity Talent Gaps

Bridge Cybersecurity Talent Gaps

The Cyber Threat Landscape: A Battlefield of Opportunity (and Vulnerability)

In today’s digital age, data is the lifeblood of every organization. From financial records and intellectual property to customer information and operational systems, securing this data is paramount. However, a growing cybersecurity talent gap threatens to leave organizations woefully exposed to increasingly sophisticated cyberattacks.

The Numbers Don’t Lie

  • The U.S. Bureau of Labor Statistics predicts a 32% employment growth for information security analysts from 2022 to 2032, far outpacing the average for all occupations. This translates to an estimated 16,800 new job openings each year.
  • A Stark Reminder: Serious data breaches unfortunately are commonplace. So far this year, well-known brands including Roku, Vans, Trello, Fujitsu, Dropbox, Dell, and Ticketmaster (among others) have reported sensitive data compromises according to technology media outlet The website tracks breaches, along with the impact of each highlighting the devastating impact cyberattacks can have on critical infrastructure, sensitive data, and intellectual property.

The Challenge: Filling the Gap

The demand for skilled cybersecurity professionals far outstrips the current talent pool. Traditional four-year degrees often struggle to keep pace with the rapid evolution of cyber threats. This creates a significant challenge for Chief Information Security Officers (CISOs) and Chief Human Resource Officers (CHROs) who desperately need to build robust cybersecurity teams.

The Imperative: A Strategic Approach

A reactive approach to cybersecurity talent acquisition is no longer viable. Business leaders must adopt a strategic talent acquisition and development (TAD) strategy specifically targeted at cybersecurity roles. This strategy should encompass both attracting new talent and upskilling existing employees. 

Why Apprenticeships and Reskilling Programs Are the Answer

Traditional recruitment methods often prove insufficient for finding individuals with such a specialized skillset. Here’s how apprenticeships and reskilling programs can bridge the cybersecurity talent gap:

  • Cultivating a Talent Pipeline: Apprenticeships create a pipeline of skilled cybersecurity professionals by nurturing raw talent and providing them with the necessary hands-on experience. This approach allows you to invest in individuals who demonstrate potential and align with your company culture.
  • Building a Diverse Workforce: Apprenticeships offer valuable opportunities to attract individuals from diverse backgrounds. This enriches your cybersecurity team with a broader range of perspectives, leading to more creative and effective solutions.
  • Focus on Practical Skills: Apprenticeships prioritize hands-on learning, preparing apprentices to tackle real-world cybersecurity challenges from day one. One highly sought-after skill in this area is incident response and forensics, which equips professionals to analyze data breaches and identify the culprits.
  • Faster Time to Proficiency: Compared to traditional university programs, apprenticeships can accelerate the process of getting new hires up to speed on critical cybersecurity skills, allowing them to contribute meaningfully sooner.
  • Upskilling Existing Employees: Reskilling programs can transform valuable employees with relevant IT skills into adept cybersecurity professionals. This approach leverages your existing talent pool and fosters a sense of loyalty within your organization.

Beyond Filling the Gap: Advantages for Your Organization

Implementing an apprenticeship or reskilling program offers several key benefits that go beyond simply filling the talent gap:

  • Cost-Effectiveness: Compared to the high costs associated with recruiting experienced cybersecurity professionals, apprenticeships offer a more cost-effective solution.
  • Increased Employee Retention: Investing in employee development fosters loyalty and helps retain valuable talent within your organization.
  • Enhanced Team Culture: Apprenticeship programs cultivate a culture of learning and collaboration. Apprentices, with their inquisitive nature, can challenge existing paradigms and ultimately lead to a more engaged and effective team.
  • Direct Benefit for CISOs: CISOs can gain a sense of satisfaction and accomplishment by mentoring the next generation of cybersecurity professionals and building a strong, homegrown cybersecurity team.

Building a Strong Cybersecurity Workforce: Key Considerations

Program Development: Partner with reputable apprenticeship programs with clearly defined learning objectives that align with the specific needs of your organization. Certifications like those offered by CompTIA, Google, or even the US Dept of Labor through approved partners can be valuable benchmarks in selecting qualified candidates.

  • Mentorship: Identify experienced cybersecurity professionals within your organization who can provide valuable mentorship and guidance to apprentices and program participants.
  • Diversity and Inclusion: Actively work to attract candidates from diverse backgrounds to create a well-rounded cybersecurity team. Look for apprenticeship programs that prioritize diversity and inclusion in their recruitment efforts.
  • Metrics and Evaluation: Regularly assess the effectiveness of your TAD strategy by tracking key metrics such as apprentice completion rates, time-to-hire for cybersecurity roles, and employee retention rates.

Success Stories and Additional Resources

Several organizations have successfully implemented cybersecurity apprenticeship programs. Google, for instance, has a  program that cultivates the next generation of cybersecurity talent. There are also government initiatives and grants available to support cybersecurity workforce development for organizations exploring their own apprenticeship programs. Franklin Apprenticeships is also offering a special, time-sensitive cybersecurity program for businesses seeking to skill or upskill new or existing talent. Conducting further research can help you identify programs and resources that align with your organization’s specific needs. Here are a few resources to get you started, and of course, our experts at Franklin are always happy to help:

A Call to Action: Secure Your Future Today

Cybersecurity is not just a technical challenge; it’s a business imperative. By neglecting to invest in a strategic talent acquisition and development strategy, you leave your organization vulnerable. Implementing an apprenticeship or reskilling program is a proactive approach to building a strong cybersecurity team, safeguarding your data, and ensuring your organization’s long-term success. Don’t wait until a cyberattack exposes your vulnerabilities. Start building your cybersecurity talent pipeline today. Explore the possibilities of apprenticeships and reskilling programs as a strategic solution to your talent needs.

Let’s Start the Conversation

We understand that building a strong cybersecurity workforce requires careful planning and collaboration. We’re here to help you navigate the process and explore solutions that fit your organization’s specific needs. Contact us today to discuss your cybersecurity talent acquisition and development challenges.

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