Organizational leaders must face a sobering fact: If trends in the cybersecurity workforce continue apace, we will not have the human resources we need to overcome a substantial threat to our businesses, government agencies and the public in general. By 2022, the estimated number of unfilled cybersecurity jobs will rise to 1.8 million.

Anyone who pays attention to the headlines knows how sorely these roles will be needed.

Researchers have already turned to machine learning and artificial intelligence to look for answers. But currently, there is no catch-all, machine-driven solution on the horizon. For the foreseeable future, humans and machines must work together to confront increasing data demands and the need to secure our networks; we can’t simply hope that security technology innovations will solve all our hiring problems.

The cybersecurity field has been met with underwhelming interest, especially by millennials, who soon will be taking the reins in security operations centers. Millennial women, in particular, are extremely underrepresented in the cybersecurity field. We must better understand this problem, and find ways to make the career more attractive to solve personnel shortages.

In the near-term, however, companies must take new approaches in their recruitment efforts. For instance, there may be employees within your current ranks who, with a little training and investment in their growth, have what it takes to be security pros. According to CSO Online, bringing them over to the cybersecurity department will require two important steps:

• Rebranding the corporate culture to build a supportive and rewarding work environment, aligned with the values of millennials.
• Looking beyond the traditional candidate, like a computer science major with five years of experience. Even outside the IT department, creative professionals with a talent for finding solutions to complex problems could be stars in the field.

Training, of course, has always been important for cybersecurity professionals, who need to keep their skills sharp. And if the employee base begins to represent more diverse professional backgrounds, it will be all the more important to offer opportunities to improve fundamental skills.

The solution to the talent drought may be right under our noses. However, it will take time — not to mention a committed a committed investment in career development. Meanwhile, your organization may want to consider other options for filling the cybersecurity gap, such as managed security programs and time-saving solutions.

To find the best fit for your organization, contact Lunarline today!