Security is paramount for protecting your organization against data leaks. For years understaffing has been an obstacle in developing the full-service security team that companies require. IBM reported that more than half of breached organizations are facing extreme security staffing shortages, an increase of 26% over the last year.
This staffing shortage is not going away and must be tackled head on to prevent breaches and revenue loss.
Prioritize Upskilling
Since new talent is hard to find, invest in your current team. Do an audit of your team’s skillset and compare it with the skills you need in order to expand your security program.
Identify specific weaknesses and growth areas, then research upskilling programs that can help bridge those gaps.
A recent survey of cybersecurity professionals found that the biggest skills gaps include AI, cloud computing, and zero trust.
Offer comprehensive external training programs or create tailored internal ones that will equip your team to provide the security support the company needs.
Invest in Talent Retention
As a high intensity field, burnout and turnover are common in the security industry. When talent is scarce, you don’t want to lose team members due to preventable factors.
To reduce turnover, focus your HR efforts inward to retain the talent you have. Developing a strong talent retention strategy takes time and effort but will be valuable in the long run. Foundational retention strategies include having clear growth paths for employees, competitive compensation, and developing a healthy company culture.
Explore Automation Options
Look at your tech stack and the repetitious tasks your security team works on. Analyze your tech stack to see if there are any gaps that new technology could address. Implement automation tools that can handle routine security monitoring, threat detection, and basic incident response.
Modern SIEM platforms and security orchestration tools can dramatically reduce the manual workload on your team, allowing them to focus on more complex security challenges that require human expertise. According to Gartner, organizations that implement security automation technologies can reduce their security team’s workload by up to 30%.
Educate Younger Generations
Take a proactive approach by investing in the cybersecurity workforce of tomorrow. Partner with local high schools, community colleges, and universities to create cybersecurity awareness programs and educational initiatives.
Offer internships, apprenticeships, and entry-level positions specifically designed to nurture new talent. Consider creating a mentorship program where your experienced security professionals can guide newcomers, sharing practical knowledge that often isn’t taught in academic settings.
By fostering interest in cybersecurity careers among students, you’re not only addressing the immediate talent shortage but also building a sustainable pipeline of qualified professionals for the future.
Expand Your Talent Pool
Look beyond traditional hiring practices to find untapped talent. Consider candidates from adjacent technical fields who demonstrate strong analytical thinking and problem-solving skills, even if they lack specific cybersecurity credentials.
Implement reskilling programs designed to transition IT professionals from other domains into security roles. Create clear pathways for career changers to join your security team, with structured training to bridge any knowledge gaps.
Additionally, embrace remote work options to access talent regardless of geographic location. This approach helps widen your candidate pool and attract top talent.
By implementing these strategies, you can help remedy the security shortage and prepare your organization for the widening skills gap. Companies that take proactive measures today will develop the robust security capabilities needed to protect their critical assets, maintain customer trust, and stay ahead of emerging threats in an increasingly complex digital environment.
