Category: Uncategorized

Today’s job market for Cyber Security professionals reminds me of my days as a coach and organizer of youth basketball. Few athletes had the “exposure” by playing at High School powerhouses or national AAU Clubs. Most were relative unknowns regardless of their abilities. The Division 1 colleges and universities had little to go on besides what their recruiting department could pull together. Lesser talent with the right “exposure” got the opportunities. Many unknown talent were left wanting.

The cyber security job market certainly suffers from more demand than they can handle. A year ago, Forbes pointed out that over 209k jobs went unfilled in 2015 entering a year predicted to chase one million cyber practitioners. CSO Magazine projects that 1.5 job openings will be available by 2019.

So what will the cyber security job market do when demand keeps increasing?

One consequence is the recruiting of talent from existing organizations-the chase for talent is definitely fueling the revolving door. The national brands offering the titles, resources, and control are winning the battle. How will the others compete?

All too many are chasing the top talent and loosing out by not filling their positions. I also think that few look for commitment and stability from their candidates. They instead pursue candidates on the fast track only to see them come and go with little lasting value left behind.

With the supply/demand ratio widening, it may be time to rethink this approach. So will this madness continue? Time will tell.

References:

1. https://www.forbes.com/sites/stevemorgan/2016/01/02/one-million-cybersecurity-job-openings-in-2016/#3bf5be257d27
2. http://www.csoonline.com/article/3132722/security/cybersecurity-industry-outlook-2017-to-2021.html

Last year, I called on all to Know Your Market. Everyone should perform a self-evaluation, understand their competition to desired career opportunities, address any gaps, develop a plan to market themselves, and get out there and market. In this post, we’ll cover techniques to assess your abilities.

Unlike performance appraisals at work, the goal is to identify your strengths and what motivates you to achieve your career goals. In future posts, we’ll leverage the assessment to drive your next steps.

WHAT DO YOU DO BEST?

Your performance is the result of what you are and the skills you have developed along the way. This CompatibilitySolutions page identifies a Personal Qualities List. Check all the attributes that apply and circle your top 10. Then take a look at the LifeWorksTransition’s page to identify your Functional Transferable Skills Inventory. Start out by listing six of your proudest accomplishments and then rate your skills in verbal communications, nonverbal communications, written communication, training/consultation, analysis, research, planning and organization, counseling and serving, interpersonal skills, leadership, management, finance, administration, creativity and innovation, and construction and operation. 

DO YOU KNOW YOUR VALUES?

Performance comes naturally when your work is aligned to your core values. Take a look at Mindtool’s page on Deciding What’s Important in Life.  Check all applicable values and then prioritize your top 10.

References:

1. https://www.linkedin.com/pulse/know-your-market-donald-borsay-msia-cisa/
2. http://www.compatibilitycode.com/book-resources/personal-qualities-list/
3. https://www.lifeworktransitions.com/exercises/functional-skills-inventory/
4. mindtools.com/a5eygum/what-are-your-values

The majority of my peers in the security industry evolved to leadership through a much different pathway than the future in store for those that follow.  I was one of the few who dabbled with computers in high school and entrenched themselves in the science of computers in college.  I was 10 years out of college before I began to apply security principles to computers.  It has been a fun 25 years “in” security since.

The pathway to security is much different now.  Our children are now Cyberpatriots, possessing certified security skills and competencies before leaving high school.  Most colleges have or are developing a bachelor degree program in cybersecurity. 

This dramatic evolution is certainly preparing greater masses of our population for a security profession, but how is this transformation building our future leaders?

I had a brief conversation last week with a few local graduate students who were pursuing their Masters of Information Assurance.  All were seeking intern positions.  Some were graduating by year’s end.  The conversation was all too similar to what it was 10 years ago when I began mentoring student co-ops for their future security careers.  It was then that I realized that we are failing our future security leaders. 

Much like our children who need to mature to recognize and appreciate the responsibilities of becoming a parent, our security aware youth still need to be mentored to recognize and appreciate the responsibilities of leading our security programs.  There are no shortcuts. 

So I am calling out all of my peers to up their game.  The baseline entry point to our profession is rising.  How are we transforming to take advantage of a stronger base and developing stronger leaders for the years to come?