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By Robert W. Williams, CEO, Vector Technical Resources

Defense-in-depth. That is the only way to defeat today’s multi-directional, multi-dimensional
threats against the network. Cyber defense-in-depth starts with an outer perimeter with a
firewall, with intrusion detection and prevention systems forming an inner core of cyber
protection.

What are the keys to finding the top technology talent needed to fortify your cyber defenses?
Let me share the perspective I gained while serving, in the final duty post of my 30-year
career in the U.S. Navy, as Director of Network Security and Chief Information Security
Officer for the Navy-Marine Corps Internet (NMCI) Global Network Operations Center. In this
capacity, I was in charge of information security and operational command and control for
the Department of the Navy’s $8 billion, 300,000-computer shore-based enterprise network
in the continental United States and Hawaii.

Ever-Changing Threats Demand a Unique Skill Set

Just as the threats are ever-changing, so are the technology requirements in the cyber
security field. Certainly “hard” firewall and other tech skills are important, as well as
knowledge about what your protection devices are able to pick up and the ability to evaluate
what is a real intrusion.

Also, you need people savvy enough to know when to disregard intrusive events that do not
pose a serious threat to the network.

But don’t overlook key “soft” skills. For example, you need people with sharp minds and the
hunger to learn and to keep learning. It’s also important for members of your cyber defense
team to have the flexibility to adapt their job functions to keep up with what the bad guys are
throwing at your network on a daily basis. The only way to size up these “soft” skills
effectively is through the interview process.

Once you have identified the need and requirements for cyber security talent, these
requirements must be clearly communicated to a tech talent acquisition specialist who could
be in-house or with an outside staffing firm.

It is critically important for the tech talent acquisition specialist to have an A to Z
understanding of what the company needs in a successful candidate for this position. At this
stage, it is also advisable to establish what the position is worth in terms of salary and
benefits.

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