cybersecurity job market

Challenges in the Cybersecurity Job Market

The digital revolution has generated an abundance of vacancies in the cybersecurity job market. We are more dependent than ever on technology. However, this growing reliance on technology has opened the door for more security threats that didn’t exist before. 

There are literally millions of unfilled cybersecurity jobs worldwide. This isn’t entirely good news, especially for employers. This article discusses the challenges that HR faces in the cybersecurity job market. 

Hiring talent

The demand for cybersecurity professionals far outweighs the supply. A recent study reported that the number of cybersecurity job postings has increased by 94% in just six years. Moreover, that same study revealed that cybersecurity jobs now make up 13% of all information technology jobs. 

It’s certainly not easy to find skilled cybersecurity professionals. This resulted in tighter competition among employers, who have to pay more for these skills. 

To attract and retain cybersecurity talent, HR must offer a great package. That includes a competitive salary, generous benefits, and advancement opportunities. HR must not think that they have the upper hand in salary negotiations. 

Learning and development 

Breaches and viruses increase in number and complexity as time passes by. As result, the cybersecurity industry also evolves at a rapid pace. Hence, companies must keep up by regularly conducting cybersecurity training. All employees must learn how to protect information. Some of the topics HR may include are password management, phishing detection, and device protection. 

The training must be continuous and up to date with the latest threats. Furthermore, HR managers, IT professionals, and front-line managers must undergo security training since they all have access to sensitive employee data. 

Diversity and inclusion in the workplace

A recent survey revealed that there is a lack of an inclusive culture where people feel comfortable at work. 20% of respondents said they didn’t feel that they could be themselves in the cybersecurity industry. Furthermore, more than  40% of black cybersecurity employees said they were discriminated against due to their ethnicity. 

Around 27% of Asian or British Asian employees said the same. Meanwhile, almost 25% of women in cybersecurity said that they had experienced some type of gender-based discrimination at work.

Remember that if people don’t feel included, they will eventually leave. HR managers must keep in mind these figures and address these concerns. How? HR managers must ensure that they hire a diverse workforce. Afterward, they must make employees feel comfortable by building an inclusive and welcoming culture. 

The gender pay gap

Recent studies show that women in the sector get less compensation than men – an average of 21% less globally. The need to address this gap in the cybersecurity job market is particularly urgent. HR managers must prioritize pay equity for women. In other words, HR must ensure that women employees receive compensations that are in line with their male counterparts. 

Doing so will encourage more women to fill these roles. This creates a more diverse workforce. Moreover, this also benefits the whole industry by bringing more diverse ideas to the table regarding cybersecurity. 

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