The competition is fierce when it comes to the recruitment of cyber capabilities. A proactive approach and being able to offer people to work in a tech-driven environment serve as key advantages for the sector.
What does the survey show?
When it comes to attracting new employees with competencies within cyber and information security, 21% of the respondents indicate that they find this easy (nobody finds it very easy, though). Twenty-two percent find it difficult or very difficult, and 57% indicate neither nor.
Twenty-two percent of the respondents indicate that they find it easy or very easy to retain these employees. Lastly, when it comes to developing current employees’ competencies within cyber and information security on a regular basis, 31% answer that they find this easy or very easy.
Q: How easy or difficult do you find it to attract/retain/develop employees with competencies within cyber and information security to/within your organisation?
The financial sector has a relatively good ability to attract employees with cybersecurity capabilities. An explanation for this could be that businesses in this sector often are able to pay a relatively high salary.
A complimentary explanation could be that the businesses in the sector are very aware that the competition for cybersecurity capabilities is fierce. Combined with a desire to be “best in class”, the businesses take on a very proactive approach and are putting a lot of effort into attracting employees.
The picture is mixed, however. About one out of five businesses in the survey find it easy to attract employees with cybersecurity capabilities. But an equal proportion finds it difficult or even very difficult. This split in opinion might have something to do with the type of capabilities: You can find the generalists relatively easy, but it is harder to find the specialists with the deep understanding and competencies (e.g. incident response professionals, security architects, and C-level strategy consultants). A point from the qualitative data is that the pool of talent in Denmark is too small, not least when it comes to the specialists. Therefore, it is often necessary to look abroad for these skills.
Different sectors have different advantages when it comes to attracting and retaining employees with cyber capabilities. Where sectors such as the public sector and the energy, resources and industrials sector might be able to take advantage of people wanting to serve a higher purpose, our qualitative data suggest that the financial sector might be able to take advantage of offering people to work in a more tech-driven environment – giving people the opportunity to work innovatively and with technical challenges.
The bigger picture
Addressing the unprecedented demand for cybersecurity skills
The demand for cybersecurity and information security skills has exploded, causing a shortage of qualified professionals. To solve this problem, organisations are increasingly searching abroad for the cybersecurity capabilities they need.
In a talent environment like this, continuous investment in skills, people and training of employees are key factors in retaining your current personnel, ensuring development of the right skills and creation of an attractive culture that others want to join and stay in.
In particular, employees working at the forefront of businesses’ cyber defences need continuous training through innovative techniques, such as real-life simulations and gamification, to ensure that they keep up with and stay ahead of the cyber threats.