Cyber threats are growing. It’s a costly problem that industry and government are working to meet. By 2015, U.S. Cyber Command is projected to grow by 4,000 new personnel, and across the globe businesses are looking to hire cyber talent.
It’s a critical time for individuals with the right experience. Right now, the demand is high and the supply is low. Recruiting is difficult, but retention is often even more important, given the complexity of onboarding talent with the right certifications and clearances.
How can the Department of Defense or military contractors compete in the cyber security recruiting market? Applicants will choose employers based on salary, location, lifestyle, and a challenging and rewarding work environment. The DOD needs to recognize its strengths in the cybersecurity field, but it also needs to address its challenges and work to overcome them.
Challenge #1 – Education Standards
One challenge in the cybersecurity field is the education system. DOD isn’t the only employer impacted by the unconventional education path for IT security roles. Many hackers are self-taught and are driven and motivated by a desire to learn the skill in order to execute a desired effect (whether nefarious or positive). College often does not prepare graduates for real work in the cybersecurity field. It’s critical that the military understands that the recruiting process in the cybersecurity field is a different playing field. The hiring process for a project manager is different than the hiring process for a cyber warrior.
Attending events like the Def Con hacker conference and hacking contests can help the DOD find potential cyber warriors. But in the wake of NSA spying allegations and the continued flood of classified documents by Edward Snowden, many government agencies are finding their presence is unwelcome if not outright banned.
Challenge #2 – Salary
Salary is another challenge for the DOD. The reality is that the military is competing for the best and the brightest with commercial corporations – nationally and internationally. Retention is hard enough in the cybersecurity field with supply and demand out of balance. However, it is a challenging and frustrating time to work for the federal government – regardless of the field. Defense contractors have a leg up on the competition in this field, as they can provide the strengths with fewer challenges.
Challenge #3 – Sense of Purpose
Mission is an area that the DOD should highlight, and it definitely gives the DOD an advantage over commercial corporations. The military can offer projects and work on some of the most sensitive projects…a big draw for cyber professionals. Government agencies have failed to capitalize on this advantage, however, as both the Department of Defense and Department of Homeland Security have struggled to identify who has the cyber mission, and how they should approach cybersecurity issues.
The heart of the DoD’s strategy for attracting and retaining cyber talent boils down to mission. Studies have shown that employers will trade a high salary for a credible company and a quality mission. If the government wants to remain competitive in today’s cyber hiring market, they must sell the mission. A sense of patriotism is an advantage that both defense contractors and military need to market. Cyber threats against the country can be devastating, and it’s clearly important to have the right talent to protect the country.
