Page 185 - Cyber Defense eMagazine April 2023

5. Skills
6. Job responsibilities
7. Job Title
8. Training

Salary is regarded as one of the most important factors while making a choice between roles, therefore
putting salary ranges in job advertisements may give organisations a competitive advantage when trying
to attract candidates. That’s because most candidates look first at a position’s compensation and benefits
when scanning a job posting, then at the job’s required qualifications and skills.

Even with training being the lowest importance to candidates 95% of candidates surveyed would be
happy to take on additional training to learn skills (1% more than last year).

Job Benefits

When an organisation provides company benefits, this helps recruit and retain the best employees, boost
morale, and improve company culture and benefit from a more productive workforce. Therefore, when
candidates apply for a role, they would be looking at the benefits package which could be a way to
differentiate one organisation to its competitors. Due to COVID-19, the working culture has changed by
providing a more flexible working culture which is important to candidates (36%) and the ability to work
from home (23%). Where technology is enabling businesses to continue to function, communicate
effectively and maintain positive morale through video conference calls, virtual coffee catches ups and
screen-to-screen team socials.

As employees spend most of their time working, offering a health program is crucial. Health benefits can
improve overall productivity at work, reduce absenteeism, improve dietary habits of employees, and
promote positive behavioural patterns. This is why candidates have chosen other benefits including
health insurance (45%), employee rewards platform (38%), bonus scheme (34%) and gym
membership/wellness programme (29%).

Conclusion

Several new insights into the individuals working in and applying for cyber roles, the cyber security skills
gaps that affect employers, and the challenges that organisations face when it comes to training and
recruitment. The main lessons we draw are as follows:

1. Skills gap - The skills gap presents significant challenges to organisations attempting to stay
ahead of the cyber risk landscape. It is expected organisations to focus on hiring and retaining
niche cyber talent along with outsourcing strategies to remain agile and optimise operational
processes in 2023.
2. Education - Schools, universities and training providers to give a holistic skillset, covering the
relevant technical skills and soft skills that employers demand, and the ability to implement those
skills in a business context. Organisations must also support existing talent through ongoing
training.

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