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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