Cybersecurity Talent CI/CD Pipeline

  • The current workforce
  • The incoming workforce
  • The future workforce

The Current Workforce

Employers should look at existing associates in another role supporting cybersecurity for those in the current workforce category. Those that might be in positions in alternative job verticals with a significant amount of transferable skills, those that might be interested in cybersecurity with transferable skills, and those who might not be aware of what cybersecurity is but might be interested in a challenging role. The key here is potentially to take advantage of associates who are already in the organization and aligned with the organizational mission. Internal hires reduce the recruiting costs compared to other potential corporate roles with lower recruiting costs. Additionally, while these transfers will require additional training, ramp-up time, and some organizational inefficiencies, it typically builds increased loyalty and retention, adding to dramatic cost savings in the long run. An internal hire or transfer will come with a performance history, so there are fewer surprises regarding how they may perform when challenged. For this phase of the talent CI/CD pipeline, the organization needs to have specialized training for associates to funnel talent from one area to another successfully. The ability to dedicate time on the clock towards learning these new skills and potentially do things like job share or work on special interests projects.

The Incoming Workforce

As we move on to the incoming workforce, we face a new dilemma: they currently do not have work experience per se and might not have the skills and competencies employers seek. This group will have degrees from universities, high schools, or even the military. While they might have some theoretical or foundational field knowledge, they usually still have much to learn.

The Future Workforce

Creating a pipeline of resources from the future workforce starts with ensuring that there are examples of them in the community and the community sees value in the profession providing for them. Everyone has heard of doctors, lawyers, and police officers because they are visible examples of them in the community, providing for and supporting the community. Without these visual examples, sometimes getting family support for these other professions becomes challenging. For example, families from a farming background might not be as familiar with computers, as resources like that might not have been available for them growing up. Having resources like that becomes a requirement in driving awareness of their value and how they can help provide for the community.

Time to deploy this Change

The solution to this monumental problem, as it truly is on a national or even global scale, requires the participation of all to help with its development. We need the community at large to see the need to invest in the continuous education and development of resources through the talent pipeline lifecycle. Cybersecurity is a fundamental requirement in our society which is so heavily reliant on technology to function that even the roles which are not cybersecurity-focused, like nurses, lawyers, doctors, policemen, plumbers, farmers, etc., will all still be interacting with technology at home or work and should have a basic fundamental knowledge of cybersecurity safety.

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Founder/Coach CPF-Coaching.com — I am a cybersecurity professional, career coach, podcaster, adjunct professor, author, dad, and so much more.

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CPF Coaching

CPF Coaching

Founder/Coach CPF-Coaching.com — I am a cybersecurity professional, career coach, podcaster, adjunct professor, author, dad, and so much more.