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Don't allow your biggest security vulnerability to be your lack of cybersecurity talent.
Today's center of gravity in cybersecurity is shift - ing, pulling the skills and experience of cyber defenders in new directions. In most companies, this situation has led to a convergence of responsibilities between physical security, information security and cybersecurity teams, and an increased commitment to "staffing-up" of dedicated "cyber defenders."
Unfortunately, this is easier said than done. Supply of cybersecurity specialists has lagged demand for the past eight years. In fact, an analysis of data from the Bureau of Labor Statistics indicates that nearly a quarter of a million cybersecurity jobs went unfilled in 2015, and that figure will continue heading upward for the foreseeable future. How does an employer attract qualified talent in such a competitive marketplace?
For starters, try building your brand as "an employer of choice" for cybersecurity. A good starting point is being able to demonstrate an investment in the most current tools and technologies, including end - point detection and response, patch management and threat intelligence software. Dedicated cybersecurity professionals will want to see that your company appreciates the need for cyber strategies beyond signature analysis, and is making use of tools that give better visibility into the behavior of threat actors. And senior leaders will need to see a financial and operational commitment to spending on human capital.
Here are some other creative approaches: 1) Don't be limited by geography. Instead, hire your cybersecurity team where they live and allow them to work remotely. This allows you...