The global cybersecurity workforce has reached a new peak of 5.5 million people (+9% year over year), per a study from ISC2 released last week. Demand is still outpacing supply, however, with 4 million new workers are needed to close the skill gap.
The severity of present threats in today’s interconnected world are hardly up for debate. With the rapid growth of technology and our increasing reliance on digital systems, the risks and vulnerabilities have only increased. Cybercriminals are constantly evolving, developing more sophisticated techniques to exploit weaknesses in security measures. Personal data breaches can result in identity theft, financial loss, and reputational damage. Businesses face the risk of intellectual property theft, financial fraud, and disruption of operations. Moreover, critical infrastructure such as power grids, transportation networks, and healthcare systems are also at risk of cyberattacks, which could have far-reaching societal impacts.
The urgency around corrective action is being taken seriously in government. This past summer, the Biden administration released a strategy focused on cybersecurity workforce issues, focusing on four key pillars:
- Equip every American with foundational cyber skills and promote global progress in foundational cyber skills.
- Expand competency-based cyber education, invest in educators, and improve cyber education systems.
- Expand and enhance the national cyber workforce by collaborating with a wide range of stakeholders, promoting skills-based hiring and workforce development, and enhancing international engagements.
- Communicate the benefits of careers in public service, improve career pathways, and invest in human resources capabilities and personnel – with the goal of strengthening the federal cyber workforce.
Nonetheless, uncertainty remains. Of nearly 15,000 cyber professionals surveyed in the spring, 75% reported that they are seeing the most challenging threat landscape of the last five years.
To address this yawning gap of 4 million workers, we need to start at the top of the funnel. ISC2 found that while most employers value entry-level experience over having a degree, only 37% reported actually de-emphasizing technical degrees and certifications for new hires.
Call to action: By using today’s advanced skill assessment mechanisms, and applying them to emerging cohort graduates of skills-based alternative education programs, we can open the funnel of available candidates for these important jobs – while creating more economic opportunity for individuals who do not have the option to pursue a traditional four-year degree.
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