In this digital-first era, cybersecurity threats are rising. The number of cybersecurity attacks rose 38% year-over-year in 2022 as hackers bred on work-from-home and learn-from-home environments, according to Check Point Research. In turn, that’s intensified the demand for more cybersecurity spending and industry talent.
In fact, cybersecurity spending is projected to hit $300 billion by 2026, compared to $183 billion in 2023, according to data from International Data Corp. Plus, there’s more interest in starting new cybersecurity companies, Mark Sasson, founder and CEO of cybersecurity recruitment firm Pinpoint Search Group, tells Fortune. That’s why he’s optimistic about hiring trends in cybersecurity, despite projections that there are more than 700,000 open industry positions in the U.S. alone.
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“I am bullish on recruitment and hiring in the mid- to long-term,” Sasson says, adding that his optimism is based on increased cybersecurity spending and a “sustained interest” in early-stage cybersecurity start-ups. “These companies will need to hire and grow their teams.”
While Sasson is optimistic about cybersecurity recruiting in the longer term, “the months ahead are anyone’s guess,” he adds. Funding during the last quarter of 2022 and the first quarter of 2023 were lower than the past few years. “Macroeconomics, geo-politics, and investor sentiment will influence how quickly the cybersecurity market rebounds from this current dip,” Sasson adds.
For candidates who are just starting a master’s degree program in cybersecurity, completing free courses and certifications, looking to make a career switch, or just find a new gig, Sasson outlines some important factors for hiring managers to keep in mind. Speaking specifically to cybersecurity recruiters, Sasson has a few elements to consider when hiring in this high-demand industry.
Communication and data are key in cybersecurity hiring
With hundreds of thousands of available cybersecuritypositions, it can be difficult for candidates to sort out viable employment opportunities. While the tech industry as a whole has faced challenges with mass layoffs, cybersecurity has largely been left untouched, meaning there are still plenty of jobs out there.
“There is so much noise in this technology category, even in today’s economic climate, because of the volume of funding invested in early-stage start-ups,” Sasson says. “Communicating with authority is critical for recruitment professionals, especially in competitive fields like cybersecurity.”
Communiciating effectively means presenting industry data to candidates and “correlating that with the messaging around the opportunity,” Sasson adds. Companies: This means that cybersecurity recruiters should have access to data about industry segments, organization charts, mergers, and acquisitions, he says.
“Ask yourself, how can recruiters map talent pools and communicate to prospective candidates if they are not staying tuned in to the ever-changing market dynamic that is the cybersecurity industry,” Sasson says.
From a communication perspective, it’s imperative for cybersecurity recruiters to constantly interact with industry professionals online—and this requires a human touch. “Currently, no AI or technology platform can replace the human interactions needed to identify a true match between an employer and a professional,” Sasson explains.
Cybersecurity candidates: It’s also important that you’re able to show your own metrics. This means being able to communicate how your previous work experience “tangilbly moved the needle,” and how you can replicate those results for the new company you’re interviewing with.
Attracting and retaining cybersecurity talent
With so many cybersecurity opportunities out there, it’s important to differentiate jobs for candidates—or not just posting “cookie-cutter job descriptions on boards or career pages,” Sasson says. Recruitment needs to be more active, meaning talent acquisition workers have to proactively contact candidates.
Cybersecurity is an ever-changing market, so both finding and retaining industry talent can be tricky. Ensuring job security is one thing Sasson suggests in retaining cybersecurity talent.
“Leaders need to communicate with their employees and let them know their jobs are secure amidst upcoming changes. Give them that visibility,” he says. “If that doesn’t happen, employees will take calls from people like me to hedge their bets. At that point, Pandora’s Box has been opened, and there’s a good chance that person will leave.”
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