How do we navigate this challenge? The answer lies in a multifaceted approach to talent management. We need to focus on attraction, development, and retention.
- Attracting Talent:
To attract top cybersecurity talent, DIB contractors must go beyond competitive salaries. They need to emphasize the mission-critical nature of their work, offering potential candidates a chance to contribute directly to national defense. Building partnerships with educational institutions can also create a pipeline of talent, introducing students to the exciting opportunities and challenges in defense cybersecurity early in their career.
2. Developing Talent:
Investing in continuous learning and development is crucial. Cyber threats evolve rapidly, and so must the skills of cybersecurity professionals. DIB firms can leverage cybersecurity conferences such as the Cybersecurity Summit Series, held in major cities throughout the US (https://www.linkedin.com/company/cyber-security-summit-usa/) and CEIC East in November 2024 (https://ceiceast.com). These are events where professionals can network with solution providers and get real-time updates from the FBI, CISA, NIST, etc. Also, encourage talent to obtain cybersecurity certifications, beginning with Security+ and working up to CISSP and CCP/CCA. Cross training is also essential. There is no such thing as an entry level cybersecurity job because, by definition, cybersecurity professionals must have broad knowledge of everything from network security to physical security to configuration management.
3. Retaining Talent:
Retention strategies in the DIB must recognize the unique pressures and high-stakes environment in which cybersecurity professionals operate. Creating a supportive work environment that values work-life balance, offers career progression opportunities, and recognizes contributions to mission success can help keep talent engaged and committed. Additionally, providing clear career pathways and leadership development programs can help retain top performers looking to advance their careers within the sector. Avoid pigeon-holing talent. Not only does it make them less effective, since cybersecurity requires a broad perspective, it encourages attrition.
Finally, don’t forget that outsourcing IT services to a reputable Managed Service Provider (MSP) and leadership to a qualified fractional CISO with CMMC experience can make a large difference for small to medium size businesses.
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