Cy Says Blog & Podcast

As we face rapid technological change and increasing job market demands, one thing has become clear: traditional hiring models are failing us. The workforce is shifting, industries are evolving, and yet, many companies continue to rely on outdated hiring practices that prioritize degrees over skills. The consequences of not embracing skills-based hiring are more frightening than we realize, with far-reaching impacts on businesses, employees, and the economy at large.

Here’s why ignoring this shift can create a real nightmare:

The Talent Shortage Will Worsen  

One of the scariest outcomes of sticking to degree-based hiring is the growing talent gap. The cybersecurity industry is already facing a shortage of skilled professionals, with hundreds of thousands of unfilled jobs. Stubbornly clinging to old hiring methods creates artificial barriers that prevent qualified candidates from entering the workforce. 

By excluding people who have the skills but not the degree, companies are shooting themselves in the foot. Ignoring these candidates means businesses will continue to struggle to fill key roles, leading to operational inefficiencies, vulnerabilities, and lost opportunities. The competition for top talent is fierce, and it’s not just about fighting over those with a traditional background—it’s about looking beyond that, or risk falling behind.

Missed Innovation and Agility  

In an era where adaptability is key, failing to embrace skills-based hiring means missing out on a diverse, innovative workforce. Companies that focus only on candidates with degrees from specific institutions miss the unique perspectives and problem-solving approaches that come from individuals with nontraditional backgrounds.

Skills-based hiring opens the door to a wide range of talent, including self-taught professionals, career changers, and those from marginalized communities who may not have had access to formal education but have gained skills through other means. When we ignore this talent, we stifle innovation, limit agility, and risk becoming irrelevant in a rapidly changing landscape.

Economic Disparity Will Widen  

Skills-based hiring can play a major role in addressing inequality by opening opportunities for individuals from underrepresented and marginalized communities. However, if businesses fail to adopt this approach, the economic divide will only continue to widen.

The reliance on degree-based hiring perpetuates systemic barriers that limit upward mobility for many individuals. Those who cannot afford traditional education are left behind, even if they possess the skills to do the job. By not shifting our focus to what people *can do* versus what paper they hold, we contribute to an economic system that benefits the few at the expense of the many.

Business Vulnerabilities Increase  

The reluctance to adopt a skills-based hiring model also increases the risk of hiring underqualified individuals. While a degree may suggest a certain level of knowledge, it doesn’t guarantee the skills needed to perform well in a specific role. When companies default to degree requirements without verifying hands-on abilities, they run the risk of employing people who are not fully prepared to meet the demands of the job.

On the flip side, there are countless individuals who possess the technical skills and real-world experience needed for a job, yet their lack of formal education keeps them from getting a foot in the door. The result? Businesses are left with critical skills gaps and higher turnover rates, all while passing over the very candidates who could have filled those gaps.

Future-Proofing Requires Adaptation  

Finally, ignoring skills-based hiring puts businesses in a dangerous position in the long term. The future of work is shifting towards automation, AI, and the digital transformation of industries. Companies that are unwilling to adapt their hiring practices to focus on the skills required to navigate this new landscape will find themselves outpaced by competitors who do.

The future belongs to those who can adapt, learn new skills, and keep up with the demands of the market. If we don’t embrace skills-based hiring, we are choosing to cling to an outdated model that will leave us woefully unprepared for the future.

A Call to Action  

The scary truth is that the consequences of ignoring skills-based hiring are already being felt. Companies struggling to find talent, growing economic inequality, and missed innovation opportunities are just the beginning. We must take this shift seriously and reevaluate how we approach talent acquisition. The world is changing, and our hiring practices must change with it, or we risk being left behind in an increasingly competitive and uncertain market.

Now is the time to embrace the model and unlock the potential of a broader, more diverse workforce—before it’s too late.

Cybersecurity is one of the fastest-growing fields in today’s job market. With the rise of cyber threats, data breaches, and the increasing reliance on digital infrastructures, the demand for skilled cybersecurity professionals has never been higher. Yet, despite this growing need, many people—especially those from marginalized communities—find it difficult to break into the field. Traditional hiring practices, which emphasize degrees and previous experience, can leave out a significant portion of the talent pool. 

Skills-based hiring, however, offers a solution. By focusing on what candidates can do rather than where they’ve been, this approach can help individuals access cybersecurity opportunities and, in turn, help close the talent gap in the industry.

 The Barriers for Marginalized Communities in Cybersecurity

Cybersecurity roles are often high-paying and offer long-term career potential, but the path into these roles can be riddled with obstacles, particularly for individuals from underserved backgrounds. The requirement of a four-year degree in computer science or extensive prior experience can create barriers for those who haven’t had access to formal education or who may have taken non-traditional routes to gain relevant skills.

Whether due to race, gender, socioeconomic status, or geographic location—the challenges are often compounded. Many lack exposure to the cybersecurity field, may not have had access to higher education, or have experienced systemic discrimination that limits their career opportunities. This leads to a lower representation of diverse talent in cybersecurity, even as these communities possess untapped skills and potential.

 How Skills-Based Hiring Levels the Playing Field

Skills-based hiring removes many of the obstacles associated with traditional job requirements. By focusing on the actual abilities a person brings to the table—whether through formal education, boot camps, certifications, or self-taught learning—companies can uncover talent that may otherwise go unnoticed. This is especially critical in cybersecurity, where the demand for talent is high and the range of skills required is broad.

Here’s why skills-based hiring is essential for providing cybersecurity opportunities:

1. Bridging the Education Gap  

   A formal college degree doesn’t always reflect an individual’s true abilities in cybersecurity. Many skills needed in the field—such as ethical hacking, penetration testing, or understanding how to secure networks—can be learned through non-traditional education methods. Boot camps, online courses, and certifications like CompTIA Security+, Certified Ethical Hacker (CEH), and others provide entry points into cybersecurity. Skills-based hiring values these experiences, allowing individuals without a degree to compete for roles that fit their actual capabilities.

2. Recognizing Transferable Skills  

   Many people in these communities have developed valuable, transferable skills outside of traditional career paths. Problem-solving, critical thinking, and the ability to work under pressure—qualities essential in cybersecurity—are often gained through life experiences, community leadership, or previous jobs in unrelated fields. A skills-based hiring approach evaluates candidates on these competencies, rather than discounting them because their resume doesn’t match a standard template.

3. Creating Pathways to High-Paying Careers  

   Cybersecurity offers high-paying jobs that can lead to long-term career growth. Skills-based hiring provides a bridge to these roles for people who have the talent but lack formal credentials. By opening up the hiring process to those who can demonstrate the necessary skills, we can provide individuals with access to careers that can change their financial futures. This opportunity for upward mobility is crucial in breaking the cycles of poverty that many groups face.

4. Building a Diverse and Resilient Workforce  

   A cybersecurity team that reflects diverse perspectives is better equipped to address the wide range of threats faced by organizations today. These communities often bring unique viewpoints and problem-solving approaches that can be an asset in cybersecurity roles. Skills-based hiring allows companies to tap into this diversity, making their teams more innovative and resilient in the face of ever-evolving cyber threats.

5. Addressing the Cybersecurity Talent Shortage  

   The global shortage of cybersecurity professionals is well-documented, with some estimates suggesting millions of unfilled positions worldwide. Many of these roles remain vacant because traditional hiring practices limit the pool of qualified candidates. By embracing skills-based hiring, companies can not only fill these positions but also provide opportunities to those who are eager to enter the field. It’s a win-win scenario: companies gain skilled professionals, and individuals gain access to meaningful, well-paying careers.

 Why Now Is the Time to Embrace Skills-Based Hiring in Cybersecurity

The cybersecurity industry is at a critical juncture. The threats we face are growing more complex, and the demand for talent is increasing exponentially. Embracing skills-based hiring can help address both of these challenges by creating a more inclusive, diverse, and capable cybersecurity workforce.

This is particularly important as we see a greater push for social equity across industries. Providing opportunities for individuals through skills-based hiring not only helps fill the cybersecurity talent gap but also promotes broader societal change by addressing systemic barriers to employment.

 Conclusion

Skills-based hiring is not just a trend—it’s a necessary evolution in how we approach talent acquisition, especially in fields like cybersecurity. By focusing on the skills and potential of candidates, rather than their formal education or prior experience, we can open the doors of opportunity to individuals who have the talent to succeed but have been held back by outdated hiring practices.

At CyberUp, we believe in the power of skills-based hiring to create a more equitable and diverse cybersecurity workforce. It’s time for the industry to recognize that potential can come from anywhere, and by embracing this approach, we can not only strengthen our teams but also create lasting career opportunities for those who need them most.

Let’s build a cybersecurity future that is inclusive, diverse, and focused on what truly matters: skills.

As we look toward the future, one thing is abundantly clear: the workforce is evolving, and so must the way we approach talent development. Companies need a forward-thinking strategy to ensure that their employees are equipped with the skills required not only for the present but also for the jobs of tomorrow. But how can businesses build these critical skills in their future workforce? The answer lies in a multi-faceted approach that focuses on continuous learning, practical training, and forward planning.

1. Adopt a Skills-Based Hiring Approach

One of the most impactful changes companies can make is shifting away from degree-based hiring practices and embracing a skills-based model. This approach opens up the talent pool to a more diverse range of candidates who possess the practical skills needed for the job, regardless of whether they have a formal education in that area. By focusing on what people *can* do, rather than what they've learned through traditional routes, companies can attract candidates who are not only capable of thriving in the current landscape but are also adaptable to future challenges.

A skills-based approach allows businesses to target workers who may have gained expertise through boot camps, certifications, or hands-on experience in other fields. It also encourages hiring for potential—seeking out individuals who may not check every box on a job description today but have the capacity to learn and grow into new roles over time.

2. Invest in Lifelong Learning Programs

The rapid pace of technological change means that workers need to continually refresh their skills. Companies should recognize that learning doesn’t stop once an employee is hired; instead, it’s a career-long journey. To stay competitive, businesses must offer ongoing opportunities for employees to upskill and reskill, particularly in fields like cybersecurity, artificial intelligence, and data science, where the demand for talent outpaces supply.

Creating a culture of lifelong learning involves providing access to internal training programs, online learning platforms, and even external certifications. Some of the most forward-thinking companies have also started partnering with educational institutions and boot camps to provide employees with cutting-edge training. This kind of investment not only enhances individual career growth but also strengthens the company’s overall workforce.

3. Leverage Apprenticeships and Internships

Another effective way to build skills in the future workforce is through apprenticeships and internships. These programs allow individuals to gain real-world experience while learning valuable skills. They also serve as a pipeline for companies to identify potential future full-time employees.

In the cybersecurity field, for example, apprenticeships offer a unique opportunity to develop hands-on expertise in areas like network defense, incident response, and threat intelligence. Employers benefit from having a new generation of professionals who are ready to hit the ground running and make meaningful contributions early in their careers.

Internships can also be an avenue for students and young professionals to explore different career paths, build foundational skills, and gain insights into industry practices. Companies that are proactive about creating structured and mentorship-driven internship programs can establish a strong talent pipeline while enhancing their own training capabilities.

4. Foster a Culture of Innovation

Innovation doesn’t just happen at the top; it needs to be encouraged and nurtured at every level of an organization. By creating an environment where employees feel empowered to explore new ideas, collaborate across departments, and take calculated risks, companies can develop the skills needed for the workforce of the future.

Encouraging cross-functional collaboration helps break down silos and exposes employees to new perspectives, ultimately fostering creativity and problem-solving. Innovation labs, hackathons, and team-driven projects are just a few ways to cultivate this mindset and build the critical thinking skills that will be necessary in the evolving job market.

5. Promote Soft Skills Alongside Technical Expertise

While technical skills are essential, they are not the only factor companies should focus on when building a future workforce. Soft skills such as communication, critical thinking, adaptability, and teamwork are equally important and often harder to develop.

The workforce of tomorrow will need to navigate complex, multidisciplinary challenges, making these skills a key differentiator. Companies can help employees strengthen their soft skills by offering workshops, coaching, and real-time feedback through peer reviews and mentorship.

6. Emphasize Diversity and Inclusion

Diversity is not just a checkbox—it’s a business imperative that drives innovation, creativity, and success. To truly build a skilled workforce for the future, companies must embrace a diverse range of voices, perspectives, and experiences. This means creating more inclusive hiring practices, providing equal access to learning and development opportunities, and ensuring that all employees feel valued and heard.

By fostering an inclusive culture, companies can tap into the full potential of their workforce, bringing in individuals who can think differently, solve problems creatively, and contribute in unique ways.

Conclusion

Building the skills of the future workforce requires a deliberate, forward-thinking strategy that emphasizes both technical expertise and soft skills, fosters lifelong learning, and promotes inclusivity. By adopting a skills-based approach to hiring, investing in continuous development, and creating opportunities for innovation and collaboration, companies can ensure they are not only prepared for the challenges of today but are also building a workforce that is adaptable and resilient for whatever the future may bring.

At CyberUp, we’re passionate about developing the next generation of cybersecurity professionals and ensuring that companies have access to the talent they need to stay competitive. If we want to secure our digital future, we must invest in the workforce today.

Employers are recognizing the necessity of taking a skills-based hiring approach, in fact, LinkedIn’s Future of Recruiting Report found that 73% of recruiting professionals say hiring based on skills is a priority. Skills-based hiring is gaining momentum, and organizations are removing the degree requirement, but it’s not enough to power your Talent Acquisition strategy.

 Traditional Hiring Practices

This approach often prioritizes formal education and certifications. These credentials indicate a candidate’s knowledge, but they don’t always reflect their practical skills or ability to adapt to real-world scenarios and challenges. Using this practice alone will limit your talent pool and exclude candidates who may possess the skills but lack formal qualifications. 

Skills are the New Currency

Skills-based hiring focuses on candidates' abilities to perform specific tasks. Focusing on these tasks/skills can have significant advantages:

• Broader Talent Pool - Ability to tap into a diverse range of candidates, including those who are self-taught or have gained experience through non-traditional means.
• Better Job Fit - Skills-based assessments can accurately predict the candidate’s ability to succeed leading to better job performance.
• Adaptability - In fast-paced fields like cybersecurity, where threats and new technology are constantly evolving, skills-based hiring ensures that employees have the most current and relevant skills.
• Retention - 93% of apprentices are retained after completing the program according to apprenticeship.gov.

Innovating the Hiring Process

HR can play a pivotal role, here’s where to start:

• Develop a Skills Ecosystem - create a comprehensive list of skills/core competencies required for various roles within the organization.
• Design a Skills Assessment – Implement practical assessments such as coding challenges, case studies, or task simulations to evaluate ‘real-world scenarios.
• Pilot Program – Select a specific department or role to implement, this allows for easier monitoring and quick pivots according to the data you discover. Tip:  Start with a high-impact area like infosec/cybersecurity, due to the growing demand for skills and ever-changing requirements there is significant ROI potential.
• Executive Buy-In – Gaining executive support is crucial. Use data, involve key stakeholders early in the process, present data-driven insights, and align this program to the company initiative.

HR’s role in driving skills-based hiring initiatives is crucial for the future success of organizations. By innovating the hiring process, securing executive buy-in, implementing supportive policies, and piloting effective programs, HR can ensure that the organization attracts and retains top talent, ready to meet the challenges of tomorrow. Budgeting for FY2025 is right around the corner, there is no better time to bring this initiative to your organization than now.