Canadian Security Magazine

(ISC)2 shares insights from cybersecurity hiring managers’ research

By Canadian Security Staff   

News Data Security cybersecurity editors pick

NatalyaBurova / iStock / Getty Images Plus

(ISC)² has released the findings of its 2022 Cybersecurity Hiring Manager’s research, a study which analyzed the challenges of recruiting the right talent for the cybersecurity world.

The study took insights from the lived experiences of 1,250 cybersecurity hiring managers in the United States, Canada, U.K. and India. According to these cybersecurity professionals, companies need to build effective job descriptions, assign appropriate roles and responsibilities to recruit qualified talent.

“With a global cybersecurity workforce gap of 2.7 million people, organizations must be creative with their cybersecurity hiring. But that doesn’t mean they have to take more hiring risks,” said Clar Rosso, CEO, (ISC)² in a statement.

Some key findings from the report include:


42 per cent of participants said training costs less than $1,000 for entry-level hires to handle assignments independently.

Nearly a third or 30 per cent said it takes less than $1,000 in training cost for junior-level practitioners to handle assignments independently.

37 per cent of participants estimate entry-level practitioners are considered “up to speed” after six months or less on the job. Half said it takes up to a year.

91 per cent of hiring managers said they give entry- and junior-level cybersecurity team members career development time during work hours.

Certifications are considered the most effective method of talent development for entry- and junior-level practitioners at 27 per cent, followed by in-house training at 20 per cent, conferences at 19 per cent, external training at 13 per cent, and mentoring at 11 per cent.

52 per cent of participants work with recruitment organizations to find entry- and junior-level staff. This approach is followed by looking to certification organizations at 46 per cent; colleges and universities at 46 per cent; using standard job postings at 45 per cent; apprenticeships and internships at 43 per cent; along with leveraging government workforce programs at 33 per cent.

Print this page


Stories continue below


Leave a Reply

Your email address will not be published. Required fields are marked *