Human Element of Cybersecurity:
Cyber war wages on from the battlefield and continues all the way to the boardroom. “Cyber attacks are people attacking people with a lot of technology in between” cited by Masha Sedova - Senior Director of Trust Engagement at Salesforce. The 1 Million plus cyber job vacancies do not exist purely from a lack of cyber-skilled workforce pipeline. People build exploits, create backdoors, and initiate Denial of Service (DoS) attacks. There is a “Cyber Arms” race going on for cyber weapons, products and the people that create them. Cyber Warriors must be able to match their adversaries technical and psychological skills.
HR ill-Equipped for Cyber:
Hiring decisions are not as binary as the threats that we face in cyber warfare. Hidden within the sophisticated strings of ones and zeros that make up the digital machine language of cyber threats are the masked locations, origins , and the identity of hackers. The discovery of a breach means one thing - you’re too late! The intruder has already outsmarted you or your protection measures.
Cyber jobs are created because of a breach, audit or new business goals. This means that talent acquisition is predicated on filling a position with a candidate who possesses the right combination or "Cyber-Hybrid" of knowledge, skills, and abilities (KSA’s) to combat an identified threat. Factors like trustworthiness, corporate culture fit, and work ethic are also critically important when selecting your new hire.
The Recruitment Process (generalized & simplified):
Once the Chief Financial Officer (CFO) gives the green light to fund the jobs, the following activities transpire:
Resume is dead:
Ok, I know I’m going to ruffle a lot of feathers by declaring that resumes are dead… But, hear me out! Resumes were created as a way to showcase someone’s education and experience to an employer. Cybersecurity is a business of technical and psychological aptitude that requires domain expertise with the highest level of trustworthiness. Resumes do not give employers the required data needed to make business intelligence decisions to hire the right candidate. It is simply a document used to filter candidates within an employer’s Applicant Tracking System.
Human Intel to fight evolving threats:
Cyber recruitment strategies and tools need to be as sophisticated as the threats that we’re fighting. Employers need a Cyber Talent Business Intelligence platform that can help de-risk a cyber hire by validating their knowledge, skills, abilities and fit. Business managers need predictive analytics for projecting a hire’s ROI and forecasting talent acquisition efforts based on business objectives in an evolving threat environment.