COMMENTARY: Managed security service providers (MSSPs) and managed service providers (MSPs) that offer cybersecurity services face an opportunity that’s also a challenge. Analyst firm Canalys predicted 12% growth in managed services revenue last year, and its research found that 69% of channel partners believed that a dedicated MSP program would improve the relationships they had with their vendors. There’s clearly a need and desire for the help of an MSP.
However, the challenge MSSPs and MSPs face is the same one that many companies face: Finding, attracting and retaining cybersecurity talent. The International Information System Security Certification Consortium (ISC2) found that the worldwide cybersecurity workforce gap rose 8.1% compared to the previous year and now stands at 10.2 million unfilled roles. That equates to 67% of organizations with some measure of cyberskills shortage; these companies understand that this talent shortfall puts them at significant risk. In fact, Gartner forecasted that by this year, over 50% of significant cybersecurity incidents would be due to human failure or lack of talent.
In other words, demand continues to outstrip supply – and it’s worrying. Competition for cybersecurity pros is fierce, meaning standard recruitment tactics are falling flat. What MSSPs and MSPs need is a total recruiting refresh with agile and innovative tactics that will give them the hiring advantage. Then, they will have the staff needed to assist clients and attract prospects.
Strategies for modernizing cybersecurity recruitment
The only constant in cybersecurity is change, with a non-stop barrage of new technologies and new threat vectors. To stay up to date and draw in top candidates, MSSPs and MSPs need to shift their recruiting strategies to align with the dynamic digital environment.
Leverage Your Social Media Presence
Social media is a primary channel of communication today for companies as well as for individuals, an excellent venue for networking with and recruiting cybersecurity professionals. LinkedIn, Reddit, Twitter and smaller, niche cybersecurity forums offer a wealth of potential recruits. Here are three best practices for using social platforms effectively:
Partner with Education to Bridge the Gap
One way to hire more cybersecurity talent is to help bridge the gap between the security industry and academia. However, it’s important to remember that higher education isn’t the only path for cybersecurity professionals. Fostering stronger ties with colleges and universities can go a long way to building a talent pipeline, but don’t overlook the importance of high schools too. With today’s digital natives, the time to start cultivating interest in cybersecurity careers is sooner than later.
MSSPs and MSPs can do things like:
Create Development Opportunities
Job candidates don’t solely want a paycheck. They know their skills are in high demand and they’re looking for the best career path. Attracting high-caliber prospects requires companies to highlight their advancement options, such as:
Innovate to win
In today’s highly competitive cybersecurity hiring landscape, MSSPs and MSPs will need more than their standard recruitment strategies. They’ll need to use all resources at their disposal, including social media platforms, partnerships with education and clear career paths. Taken together, these strategies help to overcome the skills gap and the scrabble for cybersecurity candidates.
When it comes to finding, hiring and retaining cybersecurity pros to fill the skills gap, the struggle is real. But MSSPs and MSPs have the opportunity – if they are willing – to re-architect their approach to recruiting and strengthen their company’s growth opportunities.
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