How to tackle the cybersecurity skills shortage in the EU
The cybersecurity skills shortage is a global problem, but each region – including Europe or, more specifically, the EU – has distinct problems it has to tackle to solve it.
In this Help Net Security Dritan Saliovski, Director – Nordic Head of Cyber M&A, Transaction Advisory Services at Aon, offers some pointers, as well as advice to organizations on how to attract and retain the best cybersecurity talent.
The cybersecurity skills shortage is still a huge problem for global organizations. Is there a way to fix it?
To mitigate this issue, organizations must take a multi-pronged approach, including targeted training and education programs, incentives to attract and retain talent in the cybersecurity field, building a diverse and inclusive workforce, and investing in technologies that automate certain tasks.
Additionally, organizations can open the door to entry-level candidates by creating and promoting internship, apprenticeship, and entry-level positions, which provide opportunities for individuals to gain the necessary skills and experience to advance in the cybersecurity field. Collaboration between the private and public sectors, as well as the academia, is also crucial in addressing the skills shortage.
One example of a successful approach to addressing the cybersecurity skills shortage is IBM’s training program. IBM’s program exemplifies corporate responsibility and community engagement by providing cybersecurity education and training to less fortunate communities. Not only does this program address the skills shortage, but it also promotes social and economic empowerment. IBM’s commitment to building a more equitable and inclusive society serves as a model for other organizations to follow.
Another effective approach is the training programs provided by the big four consulting firms, such as Deloitte, EY, KPMG, and PwC. These firms are known for their rigorous and comprehensive training programs, which provide opportunities for entry-level candidates to join the firm through internships and entry-level positions. Once on board, these firms provide comprehensive training and development programs that help entry-level candidates grow and advance within the firm. This approach has been successful in developing a talented and skilled workforce, with many entry-level candidates going on to become partners and leaders within the firm. This approach serves as a clear example of how organizations can attract, retain and develop the next generation of cybersecurity professionals and leaders.
