Cybersecurity is now reported to be the most sought-after technology skill in the UK but there’s insufficient new blood coming into the industry, with an annual shortfall of 14,000, according to the Department for Culture, Media and Sport (DCMS), and a brain drain at the top, as experienced professionals either retire or seek pastures new.

Technology seems to have become part of the problem rather than the solution. And we as recruiters need to be mindful of the rapid change this is causing when it comes to seeking placements and filling the skills gap.

The traditional recruitment process, which sees the hirer liaise with HR who liaises with the recruiter, simply isn’t suitable when it comes to filling these posts. According to the DCMS report, HR was seen as either a positive force, providing alternative options ie. apprenticeships, or could equally act as a barrier to effective recruitment. This is because HR is typically more process-driven, less focused on outcomes for hiring managers and practitioners generally lack the necessary industry knowledge.

It’s here where recruitment agents can really add value, by speaking with the hiring party as well as HR and helping to hone the job specification. We can bring our industry expertise to bear but also know what type of candidates to look for in terms of skillsets.

In another DCMS report, which interviewed recruiters, complaints were voiced about how clients were often overly-reliant on certifications and that this could see eligible candidates filtered out of the process. A narrative overview of the kind of individual which the hirer seeks can be much more useful and allows for soft skills such as critical thinking and problem solving as well as technical qualifications. 

Recruiters are also finding there are not enough people skilled in emerging disciplines, such as cloud, AIOps (artificial intelligence for IT operations) which covers data analytics, machine learning and AI, and DevSecOps (development and security operations). The way to help resolve this is to offer a clear career progression path. The training on offer as part of a job role is often underappreciated or undersold by employers and should be made clearer by the recruiter, for instance.

Thankfully the sector now enjoys some support following the formation of the UK Cyber Security Council. Part of its remit is the Cyber Pathways initiative, currently under development, which will map out the qualifications and experience needed to achieve specific positions and to achieve career progression. The framework promises to help provide candidates, employers and recruiters alike with a more concrete set of criteria.

But we have some way to go yet in reaching raw talent and convincing them to apply.

A survey of Generation Z (16-24) candidates revealed almost half thought the subjects they studied at school would preclude them from entering the profession even though they were interested in doing so.

As recruiters, it’s down to us to challenge the status quo, recognise potential and widen the spectrum of candidates we are canvassing when it comes to these technical roles. It’s only by doing so that we can help clients fill the skills gap.

Jamal Elmellas is COO for Focus on Security, the cybersecurity recruitment agency

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