Mastering the Use of a Flexible Cybersecurity Workforce for a Robust Security Architecture and Cyber Resilience

The challenges of the hiring process and the unavailability of the right talent can impact an organisation’s security architecture and cyber resiliency. Let’s explore whether a flexible cybersecurity workforce could be an answer.

Organisations worldwide struggle to hire and retain quality security staff because there’s a global cybersecurity workforce gap of 4 million unfilled positions, which translates to fierce competition for skilled professionals, driving up salaries and making recruitment a time-consuming and expensive process. Here’s how a flexible cybersecurity workforce that can be leveraged as a virtual workforce or through a trusted partner such as an MSSP (Managed Security Service Provider) with strong access management services, or DevSecOps practices, can be the answer.

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Statistics

The global cybersecurity workforce has reached record levels, even though the demand for skills still far exceeds the supply of available workers.

The biggest security workforce gaps are in the Asia-Pacific region (2.7 million shortfall), North America (522,000 shortfall) and Europe (348,000 shortfall).
The ISC2 study finds talent shortage (41%), budget constraints (34%), and staff retention issues (27%) to be the key causes.

Challenges of Hiring in Cybersecurity Space

The cybersecurity talent landscape is riddled with challenges, which explains the issue of burnout and high demand.

Quality security staff is hard to find: The talent shortage has created a scenario where qualified candidates are flooded with job offers, which makes attracting and retaining top talent a significant hurdle.
Evolving skillsets: The AI, ML, and IoT advancements are reshaping the skillsets required by cybersecurity professionals and building a team with a blend of in-depth security insights, adaptability, and IT proficiency is hard.
The hiring process can take time: Cybersecurity roles demand thorough interviews, technical assessments, and reference checks, among other things that extend hiring times, leaving your organisation vulnerable during the interim.
High stress and burnout: Security professionals face demanding workloads and constant pressure that contribute to employee burnout and ultimately lead to attrition.

How a Flexible Cybersecurity Workforce Aids to a Robust Security Architecture and Cyber Resilience

Here’s how a flexible cybersecurity workforce through a trusted security partner makes the perfect sense for CISOs.

Scalability with a trusted security partner: You can access tailored security services when you need them via an MSSP partnership to augment internal teams.
Security expertise as a service and cost efficiency: You get advanced technologies and knowledge of a flexible workforce while saving on the costs of hiring and retaining a full-time in-house security staff.
Continuous monitoring and improvements: You’ll have 24/7 security monitoring and incident response, providing continuous vigilance against evolving threats.
Soft skills in cybersecurity space: According to an article published in the World Economic Forum, training in soft skills is one of the leading skills gaps in the cybersecurity profession. Hiring a flexible workforce not only brings in technical expertise, but it also allows you to choose the right professionals with much-needed soft skills in communication, flexibility, and leadership.

Final Words

All in all, a flexible cybersecurity workforce or a virtual workforce through a trusted partner can help bridge the talent gap, fortify the security architecture with expertise, and aid in achieving better cyber resilience. This strategy not only helps your organisation manage the difficulties of recruiting and retaining skilled professionals but also brings in expertise and experience at a relatively lower cost and on time.