One of the biggest – and most unifying – challenges across the industry is the resource gap and lack of skilled security professionals . It ’ s a significant problem that organisations are constantly grappling with in their quest to source and retain talent .

Kevin Curran , IEEE Senior Member and Professor of Cybersecurity at Ulster University , highlighted : “ A recent government report indicated that around half ( 44 %) of all businesses have skills gaps in basic technical areas . This is driving up wages for the most sought-after roles – a trend that will likely continue into the foreseeable future , and one that should motivate any young person considering a career in this field .”

Muhammad Yahya Patel , Global Security Evangelist and Advisor , Office of the CTO at Check Point Software , highlighted that many organisations have stringent hiring requirements , which often create barriers for entry-level candidates who lack industry experience .

“ This gatekeeping makes it nearly impossible for junior professionals or those with limited backgrounds to secure jobs in the field ,” he said . “ While we are seeing a rise in apprenticeships and entry-level roles , these opportunities remain scarce compared to the demand for skilled cybersecurity professionals .”

Iain Jackson , Academy Hive Leader at CovertSwarm , added that , with data suggesting that 3.5 % of the cybersecurity industry are leaving the sector each year , it is clear that CISOs must ‘ work harder to attract and retain new talent ’.

It ’ s key that new entrants to the industry must be empowered through creative tasks to motivate and grow skills , he said .

“ Far too often , HR departments in apprenticeship recruitment often limit entry-level employees to routine tasks and grunt work in red team operations , rather than giving them opportunities to engage in more imaginative and creative opportunities ,” he said .

“ As a result , those completing apprenticeships can often be discouraged from progressing throughout the sector , effectively limiting a candidate ’ s growth and long-term development .”

Closing the cybersecurity skills gap and attracting new , diverse talent through apprenticeships begins with nurturing the passion and ambition of candidates , fostering imaginative problem solving while empowering them to develop a wider skillset , such as performing cybersecurity assessment activities against complex networks , according to Jackson .

“ A more effective approach to fostering a strong cybersecurity apprenticeship culture stems from companies adopting a multidimensional perspective that goes beyond specific qualifications , considering candidates through a more holistic lens ,” he said .

“ For example , throughout the interview process , delving into whether a candidate exudes passion and self-motivation , or is a cultural fit are just as equally important factors alongside qualifications that CISOs should consider .”

Kevin Curran , IEEE Senior Member and Professor of Cybersecurity at Ulster University

Iain Jackson , Academy Hive Leader at CovertSwarm

Unfortunately , many employment opportunities in the cybersecurity sector struggle with structures whereby entry-level workers are too often treated as just a form of cheap labour , rather than being empowered to think creatively about the evolving nature of cybercrime ,” he added .

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