Combating the Cybersecurity Talent Shortage

CDO Magazine and ComSpark hosted the Cybersecurity Midwest Summit 2022, where industry leaders shared the best cybersecurity strategies. In the session “Combating the Cybersecurity Talent Shortage,” the following speakers offer valuable insights on how to foster, recruit, and retain talent in cybersecurity:

• Jacob Lorz, Director, IT Security, Cintas

• Brian Minick, Chief Information Security Officer, Fifth Third Bank

• Rebekah Michael, Associate Professor Educator at the School of Information Technology, University of Cincinnati, and Executive Staff Director, Ohio Cyber Range Institute

Randy Watkins, Chief Technology Officer at Critical Start, moderates the session.

Lorz cites National Institute of Standards and Technology (NIST)statistics that show 3 million open cybersecurity jobs to provide insight into the field’s talent deficit. The organization, he continues, is experiencing a talent shortage while seeking advanced capabilities, which highly impacts the maturity of a program.

According to Minick, managing attrition and retention rates makes it difficult to reach the headcount target. On a separate note, Michael asserts that while the company cultivates talent, the challenge lies in locating the best educators to nurture that talent.

In addition to recruiting through networking, Minick also delves into nontraditional labor pools. "We strive to reach out and develop as many methods in addition to the current ones we have through colleges and leadership programs," he continues.

Lorz says that his company uses conventional paradigms, such as LinkedIn, Indeed, and internships, which can lead to full-time employment.

"Our mission and vision are to revolutionize cybersecurity and build trust in a digital age," says Minick. He affirms that incubating talent is one of the approaches to bringing about that change.

He notes that Fifth Third Bank's internal leadership development program enables staff to learn about information security, leadership, and how to drive change to incubate talent.

Concurring with Minick, Lorz maintains that he sends people for specialized training and other forms of skill building when it comes to nurturing talent.

Michael highlights certifications and considers the Certified Information Systems Security Professional (CISSP) the greatest in Ohio. She adds that while the university develops talent to satisfy industrial standards, the ambiguity of standards is challenging.

Minick adds, “For me, it is about passion. I do not necessarily care about the certification unless that is an indicator of your passion for the space. If I can find that, regardless of the certification, I can lean into that, develop the skills and technology pieces around that.”

For Lorz, the in-house-built training course drives success in addition to the desire and capacity to absorb information.

The speakers agree that the capacity to think creatively, fit in, and have passion are the most important qualities they seek when hiring new employees.

Lorz thinks showcasing the potential for advancement is the key to retaining talent. Furthermore, Minick believes that establishing a feeling of order and demonstrating to them how to progress inside the organization aids retention. He opines that skill set and performance, not length of service, determine promotion. 

In conclusion, the speakers advocate working with reliable third parties to design and implement strategies to address the talent shortage.

Watch other Cybersecurity Midwest Summit 2022 sessions HERE