Cy Says Blog & Podcast

October 23, 2024

St. Louis, MO – CyberUp, a nonprofit organization dedicated to closing the cybersecurity skills gap, is excited to announce Arctic Wolf, a global leader in security operations, as the official sponsor of its current cybersecurity training cohort. This collaboration emphasizes Arctic Wolf's commitment to fostering new talent in the cybersecurity industry and addressing the growing demand for skilled professionals in this critical field.

CyberUp's training program provides individuals from diverse backgrounds with hands-on experience, mentorship, and certifications needed to launch successful careers in cybersecurity. Thanks to Arctic Wolf's sponsorship, this cohort will benefit from additional resources, guidance, and exposure to cutting-edge security technologies.

“We are thrilled to have Arctic Wolf on board as our latest sponsor,” said Tony Bryan, Executive Director of CyberUp. “Their support enables us to provide high-quality training to our participants and continue our mission of bridging the skills gap in cybersecurity.”

“At Arctic Wolf, we believe in supporting the next generation of cybersecurity professionals,” said Mark Manglicmot, Senior Vice President, Security Services, Arctic Wolf. “CyberUp’s training program aligns perfectly with our goal of building a stronger, more resilient security community, and we’re proud to be part of this impactful initiative.”

This partnership reflects a shared vision between Arctic Wolf and CyberUp to expand opportunities for aspiring cybersecurity professionals and to ensure that businesses across the nation have access to the skilled talent they need to combat today’s evolving cyber threats.

About CyberUp

CyberUp is a non-profit organization dedicated to elevating the cybersecurity workforce by igniting curiosity, developing talent, and transforming career pathways. For more information, visit https://wecyberup.org.

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.

Companies are facing an increasing number of cyber threats, and the ability to find the best talent in this field continues to be harder. Traditional hiring practices, which often prioritize degrees and certifications, can hinder a company's ability to quickly and effectively fill these roles. Skills-based hiring, which focuses on the actual competencies and abilities a candidate brings to the table, has emerged as a critical strategy for companies looking to build stronger cybersecurity teams.

Here’s why skills-based hiring is crucial for companies when hiring cybersecurity talent.

1. Addressing the Talent Shortage

The cybersecurity talent shortage is well-documented. In 2023, the global demand for cybersecurity professionals reached record highs, and projections suggest this demand will continue to grow. Relying solely on candidates with specific degrees narrows the pool of eligible applicants and exacerbates the hiring challenges companies face. A skills-based approach widens the candidate pool by focusing on what individuals can do rather than where they’ve studied. This shift allows companies to tap into a broader talent base, including self-taught individuals, those with certifications, and candidates from non-traditional educational backgrounds.

2. Faster Hiring Process

In a field as dynamic as cybersecurity, time is often of the essence. Cyber threats don’t wait, and neither can your company’s defenses. Traditional hiring processes, especially those that place heavy emphasis on degree requirements, can be slow and inefficient. Vetting candidates based on their demonstrated skills allows companies to streamline the hiring process, cutting down on the time it takes to fill critical roles. Instead of focusing on pedigree, companies can quickly identify candidates with the exact skill sets needed to address their cybersecurity challenges.

3. Adaptability to Changing Threats

The world of cybersecurity is constantly evolving, with new threats emerging every day. As such, the ability to adapt and learn on the job is essential for cybersecurity professionals. A skills-based hiring approach focuses on candidates who have demonstrated their ability to adapt, solve complex problems, and stay up to date with the latest cybersecurity trends. By prioritizing skills over formal education, companies can hire individuals who are not only equipped to handle today’s challenges but also prepared for the future.

4. More Diverse Teams

Skills-based hiring promotes diversity by removing barriers that disproportionately affect certain groups. Traditional hiring practices, such as requiring specific degrees from certain schools, often exclude candidates from diverse socio-economic backgrounds. Skills-based hiring levels the playing field, allowing individuals from various backgrounds to compete based on their abilities rather than their educational pedigree. Building more diverse teams is crucial for cybersecurity, as diverse perspectives lead to more innovative problem-solving and stronger defenses.

5. Increased Retention and Engagement

Hiring employees based on their skills often leads to higher engagement and job satisfaction. When candidates are hired for roles that match their skills, they are more likely to feel valued and motivated to succeed. This is especially important in cybersecurity, where the work can be high-pressure and demanding. By focusing on what employees can do, rather than traditional credentials, companies are more likely to retain top talent and reduce turnover.

6. Filling Critical Skill Gaps

Cybersecurity is a broad field, with various sub-specialties ranging from network security to ethical hacking and incident response. Not all cybersecurity professionals need the same set of skills, and traditional degree programs don’t always prepare students for specific roles within a company. Skills-based hiring allows employers to focus on the unique needs of their organization and hire candidates with the precise skills required to fill those gaps. Whether it’s hands-on technical experience or proficiency in using specific cybersecurity tools, skills-based hiring ensures that the right people are in the right roles.

7. Future-Proofing Your Workforce

Cybersecurity threats and technologies are evolving at an unprecedented rate. Companies need employees who are not only skilled today but are also capable of growing with the industry. Skills-based hiring focuses on an individual’s ability to learn and adapt, which is key to staying ahead in a fast-paced field like cybersecurity. By hiring for current and future capabilities, companies can build resilient teams that are prepared to tackle emerging threats and technological advancements.

Conclusion

In a field as critical as cybersecurity, where threats are evolving every day, companies cannot afford to rely solely on traditional hiring methods. Skills-based hiring offers a more agile, inclusive, and effective way to bring talent into the organization. By focusing on the abilities and experiences of candidates, rather than rigid educational requirements, companies can build more robust cybersecurity teams, close skill gaps faster, and ultimately protect their digital assets more effectively. 

Skills-based hiring is not just a solution to the talent shortage; it’s a strategic approach that ensures businesses are prepared for the cybersecurity challenges of today and tomorrow.