It’s become a media narrative that there is a “talent gap” in cybersecurity. The story goes that there are plenty of good paying jobs, but not enough qualified people to do them. On the face of it, there seem to be good reasons. The spate of high profile data leaks and hacks have made security a front and center concern for organizations of all sizes. As the sophistication of these attacks increase, it makes sense that the number of jobs needed would also increases.
But Ben Tomhave can’t stand this narrative. For him, the problem isn’t that there are a lack of qualified candidates. Rather, it’s that organizations often lack the efficiency and coordination to identify them. Fundamentally this is spurred by looking for candidates with a specific tooling background, rather than focusing on technical aptitude and organizational fit. Ben makes the argument that if hiring managers and department heads just got on the same page of what they were looking for, there would be a lot less openings. Indeed, the long lingering job openings that the media cites as evidence of a talent gap speaks more to organizational dysfunction than anything else.
It’s an interesting counterpoint and one that the media should give due diligence.
Ben Tomhave comments:
Allow me to start by addressing some sound-bites from the piece: “Seasoned cyber pros typically earn $95,000 a year, often markedly more, and yet job openings can linger almost indefinitely. The ever…
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