Recruiters need to thoroughly understand the job role and develop comprehensive, succinct position descriptions when scouting for fresh talent.
EXPERT OPINION
development and governance to identity and access management – which are highly unlikely, if not impossible, to find in a single individual.
Staying ahead of the curve
Considering the evolving nature of the threat landscape, organisations must sharpen their focus on the three Ps – products, processes and people – and understand that having the right people to manage products and processes is the key to staying ahead.
However, hiring the right people is not a simple proposition. Across the world, while experienced security professionals are in high demand, their supply remains limited, presenting a dilemma for hiring managers. As the occupation rises in prominence, organisations must break down barriers and diversify their recruitment efforts beyond well-versed, experienced candidates and recognise the value in training non-technical employees, students and fresh graduates.
In the UAE, young adults represent a substantial talent pool from which to choose. According to a survey commissioned by Raytheon, Forcepoint and the US National Cyber Security Alliance( NCSA), youth in the UAE are considerably more likely to choose a career in cybersecurity than their peers
Recruiters need to thoroughly understand the job role and develop comprehensive, succinct position descriptions when scouting for fresh talent.
elsewhere in the world. The survey also discovered that the country has been successful in engaging most youth to try activities that would let them test their interest and aptitude for cybersecurity careers, which is an encouraging indication for the industry in this region.
Looking beyond specialised security talent
As per the results of our 2017 Global Information Security Workforce Study, nearly two-thirds of respondents( 63 %) said their organisations have too few cybersecurity workers. This means that businesses will be woefully understaffed in the years to come – unless hiring managers change the trend of buying experience.
It is necessary for recruiters to challenge the myth that the best security professionals are those who have specialised backgrounds and training. With job mobility being as high as it is for experienced security staff – nearly 46 % of professionals are contacted at least once weekly by recruiters and one in five( 21 %) are contacted every day – the need to find alternatives to these highly-sought after workers becomes ever more pronounced.
To do this, recruiters need to thoroughly understand the job role and develop comprehensive, succinct position descriptions when scouting for fresh talent. An important aspect of this is deciding between what an individual can be trained to know, versus
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