The US has less than half of the cybersecurity candidates it needs to keep up with ever intensifying demand. For every 100 active postings, there are a mere 48 qualified candidates.
So how can we solve the cybersecurity talent crisis?
Companies in need of cybersecurity talent should re-skill existing employees rather than recruit outside their walls for talent that is already extremely hard to get.
This paper offers suggestions regarding the following:
1. Which candidates are ideal for reskilling?
2. Which skills should companies and regional training and workforce partners develop?
As the US addresses the cybersecurity talent shortage, everyone has a role to play:
Together, employers, workforce development organizations, and higher ed institutions can reduce the cost of cybersecurity certifications, and communicate the value of these qualifications to a wide range of students in diverse programs. This collaboration will forge good relations between the development and business communities, but more importantly, it will help residents of those communities find excellent jobs.