Organizations must address talent shortages and diversity gaps in order to avoid harming their security programs. Gartner analyst Akif Khan shares how this can be addressed in a recent CyberSecDive article. Read more here. GartnerSEC GartnerIT
Akif KhanIt’s no secret that cybersecurity teams are struggling to fill roles and retain staff. A recent Gartner survey found that 57% of organizations' greatest concern was finding and hiring emerging security leaders.
Security leaders can address skills shortages and combat increasingly complex threats by attracting diverse candidates, building recruitment strategies and benchmarking diversity levels. Organizations that do not address talent shortages and diversity gaps could harm their current and future security programs, leading to suboptimal security and risk outcomes.
Cybersecurity leaders can broaden their recruiting scope to attract diverse candidates by following three key best practices:Rigid hiring criteria hinder a diverse workforce, as candidates will often not apply for roles unless they have the exact background, experience and skills listed as requirements for the role.
These candidates may be put off by a traditional interview format. Avoid this by mentioning accommodations in job descriptions to appeal to underrepresented candidates.Alternative talent models can help organizations meet new skills needs at a lower cost than full-time employees and attract more diverse talent. Examples of alternative talent models include part-time, freelance, project-based or contract-based employment.Neurodiverse workers are often overlooked by organizations.
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