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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.

 

In today’s rapidly evolving job market, the path to a rewarding career is no longer confined to traditional education or rigid career paths. As industries transform and technology advances, the skills required to thrive in various roles are shifting. For job seekers, especially those looking to break into new fields or pivot their careers, understanding the importance of transferable skills and the rise of skills-based hiring can be a game-changer. This is especially true in the dynamic field of cybersecurity, where the demand for skilled professionals continues to outpace supply.

The Shifting Job Market

Historically, employers placed heavy emphasis on specific qualifications, such as degrees from prestigious institutions or years of experience in a particular field. While these credentials are still valuable, they no longer hold the monopoly they once did. Employers recognize the skills an individual brings to the table can be more predictive of success than traditional qualifications alone.

For job seekers, this shift represents an enormous opportunity. Whether you’re transitioning from the military, changing careers, or re-entering the workforce after a hiatus, the skills you’ve acquired—often in seemingly unrelated roles—can be your ticket to new and exciting opportunities, particularly in the rapidly growing field of cybersecurity.

How Skills-Based Hiring Empowers Job Seekers

Skills-based hiring is an approach where employers prioritize a candidate’s skills and abilities over traditional qualifications like degrees or specific job titles. This method is becoming increasingly popular, especially in fast-growing industries like cybersecurity, tech, and healthcare, where the demand for talent often outpaces the supply of formally qualified candidates.

For job seekers aiming to enter cybersecurity, this means that your diverse background, filled with a variety of roles and experiences, can be an asset rather than a hindrance. Here’s how skills-based hiring can work in your favor:

1. Highlighting Your Unique Strengths: Instead of worrying about gaps in your resume or a lack of formal education in cybersecurity, you can focus on showcasing the skills you’ve developed throughout your life and career. This approach allows you to present a more holistic picture of what you bring to the table.
2. Opening New Doors: Skills-based hiring can help you break into cybersecurity roles you might not have considered before. For example, if you have a knack for problem-solving and have developed strong analytical skills in a previous role, you could pivot into a cybersecurity analyst position, even without a traditional background in that field.
3. Fostering Continuous Growth: When employers focus on skills, they’re often more open to candidates who show a willingness to learn and grow. This mindset encourages continuous professional development, allowing you to build on your existing skills and acquire new ones, keeping your career trajectory dynamic and forward-moving.

Positioning Yourself for Success in Cybersecurity

To fully leverage the power of transferable skills and thrive in a skills-based hiring environment, especially in cybersecurity, it's essential to position yourself strategically. Here’s how to do that with a focus on entering the cybersecurity field:

1. Deeply Understand Your Skills: Begin by conducting a thorough self-assessment to identify your transferable skills relevant to cybersecurity in your current career. For example, teachers possess a wide range of transferable skills that can be highly valuable in a cybersecurity role. Their ability to communicate complex information clearly and effectively translates well into explaining technical concepts to non-experts, a critical skill in cybersecurity. Teachers are also adept at problem-solving, often having to think quickly and adapt lesson plans to meet the needs of their students, which mirrors the dynamic and fast-paced nature of cybersecurity. Additionally, their organizational skills, attention to detail, and experience in managing sensitive information align perfectly with tasks like risk assessment, data protection, and incident response. By leveraging these skills, teachers can make a smooth transition into cybersecurity, bringing a fresh perspective and a strong foundation for success.
2. Research the Cybersecurity Market: Before you start applying, research the specific cybersecurity roles you’re interested in, such as security analyst, SOC analyst, or penetration tester. Look at job descriptions to identify the most in-demand skills and certifications, such as CompTIA Security+. However, many skills that aren't tied to formal certifications can be just as valuable as technical expertise. These transferable skills, often honed through diverse work experiences, can be just as impactful as certified technical knowledge in a cybersecurity career. This research will help you understand how your existing skills align with what cybersecurity employers are looking for.
3. Tailor Your Resume and Cover Letter: With your skills inventory and market research in hand, craft a resume and cover letter tailored to each cybersecurity job you apply for. Highlight your transferable skills prominently, using specific examples of how you've applied them in previous roles. For instance, When transitioning from the military to a cybersecurity role, emphasize transferable skills like discipline, attention to detail, and risk management on your resume. Military experience with assessing threats, responding to emergencies, and working in high-pressure environments closely aligns with cybersecurity demands. Highlight leadership, teamwork, and any technical work with communication systems or intelligence gathering to show your readiness for roles in security operations and threat analysis. Use action verbs and quantify your achievements to stand out.
4. Build and Showcase a Cybersecurity Portfolio: Cybersecurity is a field where practical skills are highly valued. Create a portfolio that showcases your work, such as write-ups on cybersecurity projects, contributions to open-source security tools, or successful completion of Capture the Flag (CTF) challenges. This tangible evidence of your skills can be a powerful supplement to your resume, demonstrating your readiness for a cybersecurity role.
5. Optimize Your Online Presence for Cybersecurity: Ensure your LinkedIn profile and other professional social media accounts reflect your cybersecurity aspirations. Update your LinkedIn headline to highlight your key transferable skills and certifications. Engage with cybersecurity content, join relevant groups, and participate in discussions to increase your visibility. Consider writing articles or sharing posts that demonstrate your knowledge and interest in cybersecurity.
6. Prepare for Cybersecurity Interviews with a Skills Focus: During interviews, be prepared to discuss your transferable skills in detail and how they apply to cybersecurity. Practice answering questions that ask for examples of how you've handled security-related issues or managed risks in previous roles. Use the STAR method (Situation, Task, Action, Result) to structure your responses, emphasizing your ability to adapt and learn quickly.
7. Pursue Continuous Learning in Cybersecurity: Cybersecurity is a field that evolves rapidly, so continuous learning is essential. Pursue certifications like CompTIA Security+, CEH, or a vendor-specific cloud certification to enhance your credentials. Online platforms like ITPro.TV, SANS, and Pluralsight offer courses that can help you build the necessary skills. This not only improves your marketability but also shows potential employers your commitment to cybersecurity.
8. Network with Cybersecurity Professionals: Networking is crucial in the cybersecurity community. Attend industry events, join professional associations like (ISC)² or ISACA, and connect with individuals who work in the cybersecurity roles you’re targeting. Informational interviews can provide valuable insights and open doors to opportunities you might not find through traditional job searches. When networking, clearly articulate how your skills are relevant to cybersecurity and the roles you’re interested in.
9. Consider Cybersecurity Volunteer Work: If you’re looking to break into cybersecurity, consider volunteering or freelancing in roles that allow you to apply your skills in a security context. This not only helps you gain relevant experience but also expands your network. For example, volunteering with CyberUp to speak with students and educate them on the importance of online safety and cybersecurity risks provides a great way to build skills while giving back to your community. 
10. Seek Feedback and Mentorship in Cybersecurity: Finally, seek feedback from peers, mentors, or industry professionals on how you’re positioning your skills for a cybersecurity career. Mentorship from experienced cybersecurity professionals can provide valuable guidance on navigating a career transition and offer insider knowledge on how to effectively market your skills to potential employers in this field.

Conclusion

In an ever-changing job market, the ability to leverage transferable skills and embrace skills-based hiring practices is crucial for job seekers, especially in cybersecurity. By positioning yourself strategically—through self-assessment, targeted research, tailored applications, continuous learning, and purposeful networking—you can open doors to new career opportunities and take control of your professional journey. Whether you’re just starting, changing careers, or looking to advance in your current field, the skills you’ve honed over the years are more valuable than ever, especially in the critical and rapidly growing field of cybersecurity.

 

Over the last several weeks we have shared a lot about skills-based hiring. It has been focused on the perspective of the employer and hiring manager, but there is another person involved, the applicant. Of course, they are where the rubber meets the road in the hiring process but it’s imperative to dive into the viewpoint of the potential hire. I will jump back to the employer side of things again but to help break up the monotony let’s deep dive into how an individual can control their future through skills-based hiring. 

Skills do not come in a one-size-fits-all model. There are several ways that an individual can obtain skills to obtain the job of their dreams. Some of them are free, some of them are low cost, and many have a larger price tag. Regardless of the one you choose, with a little bit of tenacity and grit, you can break into cybersecurity 100% of the time.

Free Options

1. Self-Study and Research
   1. Industry Blogs and News Sites: Regularly read cybersecurity blogs (e.g., Krebs on Security, Dark Reading) and news sites.
   2. YouTube Tutorials: Many cybersecurity professionals and educators share free tutorials on platforms like YouTube.
   3. Open-Source Tools: Experiment with tools like Wireshark, Nmap, and Metasploit in a home lab environment.
2. Hands-On Practice:
   1. TryHackMe (Free Tier): Access to a limited number of free labs and challenges.
   2. Hack The Box (Free Tier): Basic access to some of the labs and challenges.
   3. CTF Competitions: Participate in free Capture The Flag competitions hosted by various organizations.
3. Networking and Community Involvement:
   1. Join Cybersecurity Forums and Groups: Engage in discussions on platforms like Reddit, Spiceworks, or specialized forums.
   2. Attend Free Virtual Conferences and Webinars:** Many organizations host free online events and webinars.
4. Mentorship and Internships:
   1. Find a Mentor Through Networking: Reach out to industry professionals on LinkedIn or through local meetups.
   2. Apply for Unpaid Internships: Some internships might be unpaid but provide valuable experience.

Low-Cost Options

1. Apprenticeships: 
   1. CyberUp offers a 6-month pre-apprenticeship training for candidates to earn their CompTIA Security+ certification. After completion, candidates will begin their paid, on-the-job training cybersecurity apprenticeship program. 
   2. https://www.apprenticeship.gov/ - for other apprenticeship programs near you.
2. Online Courses: 
   1. Coursera, Udemy, Cybrary (Free or Low-Cost): Many courses have free options or are available at a low cost, especially during sales or with financial aid.
3. Hands-On Practice: 
   1. TryHackMe (Paid Tier): Access more advanced labs and features with a paid subscription.
   2. Hack The Box (Paid Tier): Unlock more labs and features with a subscription.
4. Networking and Community Involvement:
   1. Local Meetups: Some local meetups may charge a small fee for events or workshops.

Paid Options

1. Certifications:
   1. CompTIA Security+: Typically costs between $350-$370 for the exam.
   2. Certified Ethical Hacker (CEH): Costs around $1,200 for the exam, with additional fees for training materials.
   3. Certified Information Systems Security Professional (CISSP): Costs around $749 for the exam, with additional fees for study materials.
2. Formal Education:
   1. Degree Programs: Costs vary widely depending on the institution but can range from a few thousand to tens of thousands of dollars.
   2. Bootcamps: Intensive programs typically range from $5,000 to $15,000, depending on the provider.
3. Conferences and Networking:
   1. In-Person Conferences (e.g., DEF CON, Black Hat): Registration fees can range from $200 to over $2,000, depending on the event and type of pass.
4. Advanced Online Courses and Specializations:
   1. ITPro TV: Several options and class types with hands-on ranges that can range from $500 - $5,000.
   2. Coursera Specializations or Professional Certificates: Can range from $39 to $79 per month.
   3. Udemy Courses (Full Price): Typically range from $20 to $200 per course, though sales often reduce the price.

This isn’t an exhaustive list of options but it is a great starting point to build your skills in cybersecurity. My biggest advice is to follow these four simple recommendations to achieve your final goal, employment.

1. Determine where you want to be: There are so many options in the world of cybersecurity that you can pick a career. It can be slightly overwhelming to break down all the functions, skills, and opportunities available. The only way I have found to learn about each of these is to build a network of professionals on your side who coach and advise your journey. Through networking and mentorship, you can determine the best path and work towards the development of your training plan. 
2. Map out your learning journey: Now that you have a sense of what you want to do you need to figure out how you get there and gain those skills. Through conversations and research, you can determine the most important skills needed for the role and begin finding ways to learn them from the recommendations above. Free is always a great option but as you read, there are more than a few ways to get to the finish line here. 

• Build your network: Along your journey find new and fun ways to meet people. That can be virtual or in-person but building your community is critical to your long-term success. Find groups like OWASP, B-Sides, Defcon, ISACA, ISC², or others that meet regularly and provide professional development opportunities. These events are a great way to build advocates in roles you are interested in. 
• Pay it forward: It never feels like it happens fast enough but if you follow these rules you will eventually increase your odds of success. When you do get there remember how it happened and over to return the favor to someone else trying to break in. Bring new programs and opportunities to your work and continue to advocate for new hiring best practices. We all can acknowledge the system can use some help so join us in being part of the solution!

Now get out there and start gaining those skills! If you are someone looking to gain skills check us out or find us when you are ready to get to work. If you are a hiring company same advice, reach out and ask us how you can tap into our amazing bench of cyber-trained career transitioners! See you out there.

 

In the fast-paced, ever-evolving world of cybersecurity, the ability to adapt and thrive in the face of constant change is paramount. As cyber threats grow more sophisticated and diverse, the need for professionals who can pivot, innovate, and apply a broad range of skills across various scenarios becomes increasingly crucial. This is where transferable skills come into play.

What Are Transferable Skills?

As a quick reminder, transferable skills are competencies and abilities that are not tied to a specific job or industry but are applicable across various roles and environments. These skills, which include communication, problem-solving, teamwork, leadership, and adaptability, allow professionals to transition smoothly between different jobs and industries. In cybersecurity, where the landscape is always shifting, these versatile skills are essential for success.

Why Do Transferable Skills Matter in Cybersecurity?

1. Adaptability to Changing Threats: Cybersecurity is an ever-changing field. New threats emerge daily, and technologies that were cutting-edge yesterday may be outdated tomorrow. Professionals with strong transferable skills, such as adaptability and learning agility, can quickly adjust to new challenges, whether it's mastering a new software tool or responding to an unforeseen cyber threat.
2. Critical Problem-Solving Abilities: Cybersecurity professionals must be adept at identifying, analyzing, and solving complex problems. Transferable skills like analytical thinking and creative problem-solving are vital in developing innovative solutions to counter cyber threats. These skills enable professionals to think on their feet and devise strategies that go beyond standard protocols, addressing unique challenges with tailored solutions.
3. Effective Communication Across Teams: Communication is key in cybersecurity, not just within a team but across the entire organization. Professionals need to articulate complex security issues to non-technical stakeholders, ensuring everyone understands the risks and necessary actions. Strong verbal and written communication skills, along with active listening, are transferable skills that enhance collaboration and ensure that critical information is conveyed accurately and effectively.
4. Collaboration in a Team Environment: Cybersecurity is rarely a solo endeavor. It requires collaboration across various departments, from IT to legal to executive leadership. Transferable skills like teamwork and empathy are essential for working effectively with others, sharing insights, and building consensus on security strategies. These skills help in fostering a cooperative environment where diverse perspectives lead to stronger, more comprehensive security solutions.
5. Leadership in Crisis Situations: When a security breach occurs, quick and decisive action is required. Leadership, another key transferable skill, is crucial in guiding a team through a crisis. Whether you're leading a response team or coordinating with external partners, the ability to motivate, direct, and inspire others is invaluable in mitigating damage and restoring security.
6. Resilience in the Face of Adversity: Cybersecurity professionals often work under intense pressure, dealing with high-stakes situations that require resilience and a calm demeanor. Transferable skills like resilience and time management help professionals maintain focus, manage stress, and continue performing at a high level, even when the stakes are high and the challenges seem insurmountable.

The Bottom Line:

Skills-based hiring in cybersecurity focuses not only on a candidate's technical skills but also on transferable skills. Transferable skills allow professionals to navigate the complexities of the field, respond to emerging threats, and communicate effectively across an organization. For employers, recognizing and valuing these skills in candidates can lead to more effective teams and stronger security postures. For job seekers, showcasing transferable skills can make you a more attractive candidate, capable of thriving in a dynamic and demanding industry.

Curious about how to identify and develop transferable skills for cybersecurity? In our next blog, we’ll dive deep into strategies for building and highlighting these skills in your job search. We’ll explore how skills like problem-solving, adaptability, and communication can not only help you break into the field but also ensure your long-term success. Stay tuned to learn how these skills can empower you to stand out in a competitive job market and become a valuable asset to any organization.

 

Now that we have determined the who, what, when, and how of skills-based hiring, we must lean into how to obtain those hirable skills. If oxygen is the building block for life, transferable skills are the bedrock of skills-based hiring. Over the next few blogs, we will dive deeper into transferable skills but first, let’s establish a basic understanding of the idea.

What are transferable skills?

Transferable skills are abilities and competencies that can be applied across various roles, industries, or job functions. Unlike job-specific skills tailored to a particular occupation, transferable skills are versatile and useful in multiple work environments. These skills often include communication, problem-solving, teamwork, leadership, adaptability, and time management. Because they are not tied to a specific job, they make individuals more adaptable and capable of transitioning smoothly between different roles or industries. Transferable skills are valuable in a rapidly changing job market, where shifting careers or roles can be essential for long-term success. 

Types of transferable skills

1. Communication Skills
   • Verbal Communication: The ability to articulate ideas clearly and effectively in spoken words, whether in presentations, meetings, or one-on-one conversations. Strong verbal communication is vital in any role that requires interaction with others.
   • Written Communication: The capability to convey information clearly and concisely through writing. This includes crafting emails, reports, proposals, and other documents. It’s essential in roles where precise and effective documentation is critical.
   • Listening Skills: The ability to actively listen, understand, and interpret what others are saying. This skill helps in building strong relationships and ensures that all voices are heard.

     2. Problem-Solving Skills

• • Analytical Thinking: The ability to break down complex problems into manageable parts, analyze the data, and draw logical conclusions. This is essential in roles that require decision-making and strategy development.
  • Creative Problem-Solving: The capacity to think outside the box and develop innovative solutions to challenges. This skill is valuable in environments where traditional approaches may not be sufficient.
  • Decision-Making: The ability to make informed decisions quickly and effectively, considering all possible outcomes. It’s crucial in roles where timely and well-thought-out decisions are necessary.

     3. Interpersonal Skills

• • Teamwork: The ability to work effectively with others towards a common goal. This involves collaboration, sharing responsibilities, and supporting team members. Teamwork is essential in almost every job, particularly in project-based environments.
  • Leadership: The capacity to guide, motivate, and inspire others. Leadership involves taking initiative, setting direction, and being a role model for others. It’s a key skill for those aspiring to management or supervisory roles.
  • Empathy: Understanding and sharing the feelings of others. Empathy is crucial for building strong, trusting relationships and for roles that require customer service or working closely with diverse teams.

     4. Organizational Skills

• • Time Management: The ability to prioritize tasks, manage time efficiently, and meet deadlines. This skill is essential in fast-paced environments where juggling multiple responsibilities is common.
  • Planning and Coordination: The capacity to organize activities, manage resources, and coordinate efforts to achieve a specific goal. This is important in roles that require project management or event planning.
  • Attention to Detail: Ensuring that work is accurate and thorough, paying attention to all aspects of a task. This skill is crucial in roles where precision is critical, such as in finance or quality control.

     5. Technical Skills

• • Basic IT Skills: Proficiency in using standard office software, email, and internet research. These skills are essential in nearly all modern workplaces.
  • Data Analysis: The ability to interpret and use data to inform decisions. Data analysis skills are increasingly important in roles across various industries, from marketing to engineering.
  • Adaptability with New Technologies: The ability to quickly learn and use new software, tools, or technologies. This skill is particularly valuable in industries like tech, where the tools and platforms used can change rapidly.

     6. Adaptability Skills

• • Resilience: The ability to cope with and recover from setbacks or changes. Resilience is crucial in today’s rapidly changing work environments, where challenges are common.
  • Learning Agility: The ability to quickly grasp new concepts, skills, or processes. This is essential for staying relevant in a constantly evolving job market.
  • Openness to Change: Willingness to embrace new ideas, processes, or changes in direction. This skill is important in industries undergoing significant transformation, like cybersecurity or tech.

     7. Creativity Skills

• • Idea Generation: The ability to come up with new ideas and approaches. Creativity is valuable in roles that require constant innovation, such as in marketing or product development.
  • Design Thinking: Applying creativity to solve problems in a user-centric way. This skill is crucial in fields like UX/UI design, product development, and customer experience.
  • Innovation Management: The ability to manage and implement new ideas effectively. This skill is important for leadership roles focused on driving change and innovation within an organization.

By cultivating transferable skills, companies and professionals can significantly enhance their hiring and employability in various roles within the cybersecurity field. For employers, these skills can be applied across many job functions and help a new hire contribute to the role much more quickly. For career transitioners, these skills are particularly valuable as they bridge the gap between previous experiences and the demands of a new industry. In cybersecurity, where threats and technologies are constantly evolving, the ability to adapt, problem-solve, and communicate effectively is crucial. By focusing on transferable skills, individuals can confidently navigate the complexities of cybersecurity, making them valuable assets to any organization.

Curious about how to hire for transferable skills or how they can make your career transition into cybersecurity smoother? In our next blog, we’ll dive into why transferable skills are your secret weapon. Building on the insights from our recent post, we'll explore how skills like problem-solving, adaptability, and communication can not only help you break into the field but also ensure your long-term success. Stay tuned to discover how these skills can empower you to navigate the complexities of cybersecurity with confidence and make you a standout candidate in a competitive job market.

 

In my first blog about skills-based hiring, I referenced the notion of five generations entering the workforce and what role that plays in hiring for the foreseeable future. In today’s blog, I will break down the different generations by their attributes and describe the impact it has on how companies hire, provide professional development, and simply put, define soft skills. What you will see is nearly an 80-year difference in opinion on work ethic and values. What I hope you will take away is a clearer understanding of how your company can apply skills-based hiring to close the generational gap.

Let’s start with a quick rundown of each generation:

Baby Boomers (Born 1946-1964)

• Technology: Adapted to digital tools later in their careers. Often prefer in-person meetings and phone calls over digital communication.
• Work Habits: Highly dedicated and loyal to their employers. They often prioritize job security and stability and are used to working long hours.
• Communication Style: Prefer face-to-face communication or phone calls. They value personal interaction and direct communication.
• Values: Emphasize a strong work ethic, discipline, and respect for hierarchy and authority.

Generation X (Born 1965-1980)

• Technology: Comfortable with both analog and digital technologies. Often acts as a bridge between older and younger generations in terms of tech use.
• Work Habits: Independent and resourceful. They value work-life balance and often prefer flexibility in their work arrangements.
• Communication Style: Favor straightforward communication. They are comfortable with email and other forms of digital communication.
• Values: Pragmatic and self-reliant. They are often skeptical of authority and value personal development and autonomy.

Millennials (Born 1981-1996)

• Technology: Digital natives who grew up with the internet and mobile technology. They are highly proficient with digital tools and social media.
• Work Habits: Collaborative and team-oriented. They value meaningful work and often seek employers with strong corporate social responsibility.
• Communication Style: Prefer digital communication methods such as instant messaging and video calls. They value feedback and continuous communication.
• Values: Prioritize work-life balance, flexibility, and purpose-driven work. They often seek a sense of community and work-life integration.

Generation Z (Born 1997-2012)

• Technology: True digital natives, having grown up with smartphones, social media, and instant access to information. They are highly adept at using new technologies.
• Work Habits: Value diversity and inclusion, and are comfortable with remote work and flexible schedules. They are entrepreneurial and value opportunities for growth and learning.
• Communication Style: Prefer short, instant communication methods like texting and social media. They are accustomed to rapid information exchange.
• Values: Emphasize authenticity, diversity, and mental health. They seek meaningful and impactful work and value transparency from employers.

Generation Alpha (Born 2013-present)

• Technology: Growing up with advanced technology, including AI and IoT. They will be the most digitally immersed generation.
• Work Habits: Still developing as they are currently very young, but they are expected to prioritize technology integration, continuous learning, and adaptability.
• Communication Style: Likely to prefer immersive and interactive communication methods, leveraging augmented and virtual reality.
• Values: Anticipated to value sustainability, innovation, and global connectivity. They will likely seek work environments that align with these values.

These generational differences shape how individuals approach their careers, interact with colleagues, and prioritize in their work environments, but it also is important to consider when building out hiring programs for companies. We recently covered 7 steps to building a skills-based hiring program. In that discussion, we provided some basic best practices to evaluate hires and the skills they bring but we have to take that one step further and focus on culture development.

Here are 4 ways a company can create a supportive work environment for all 5 generations that supports skills-based hiring programs and fosters a culture of respect and inclusion: 

Facilitate Knowledge Sharing and Mentorship

• Mentorship Programs: Pair younger workers with experienced employees to foster knowledge transfer and professional growth.
• Reverse Mentoring: Encourage younger employees to share their expertise, particularly in technology, with older colleagues.
• Collaborative Projects: Create opportunities for multi-generational teams to work together on projects, leveraging diverse perspectives.

Provide Flexible Work Arrangements & Programs

• Flexible Scheduling: Offer flexible work hours and remote work options to cater to different life stages and personal needs.
• Wellness Programs: Implement health and wellness programs that address the needs of all age groups.
• Diverse Benefits Packages: Offer a range of benefits that appeal to different generations, such as childcare support, eldercare assistance, or retirement planning

Tailor Training and Development Programs

• Continuous Learning: Implement training programs that address the learning preferences and needs of different generations.
• Technology Training: Provide tech training to older employees to help them stay current with new tools and platforms.
• Professional Development: Offer career development opportunities that cater to the aspirations of employees at various stages of their careers.

Encourage Collaboration and Team Building

• Team Building Activities: Organize activities that foster team spirit and understanding among different age groups.Intergenerational 
• Employee Resource Groups (ERGs): Create ERGs that focus on bridging generational gaps and fostering mutual support.
• Celebration of Milestones: Recognize and celebrate milestones and achievements of employees from all generations.

This isn’t an inclusive list of course but with the suggestions here and in the prior blogs a talent team can lead the way for companies to embrace skills-based hiring. Of course, CyberUp’s team of apprenticeship and skills-based hiring experts are always ready to support. Please reach out to me directly or to our team if you would like to learn more. 

Tony Bryan

 

Reimagining Entry-Level Cybersecurity Hiring: Why Now is the Perfect Time to Embrace Skills-Based Hiring

In today's rapidly evolving job market, the need for innovative hiring practices has never been more critical, especially in the cybersecurity sector. The traditional recruitment methods, heavily reliant on degrees and formal qualifications, are increasingly being called into question. At CyberUp, right now is the perfect time for companies to reimagine their hiring strategies and fully embrace skills-based hiring for entry-level cybersecurity roles.

The Growing Demand for Cybersecurity Talent

The cybersecurity landscape is more dynamic than ever, with threats becoming more sophisticated and frequent. As organizations across all sectors bolster their cybersecurity defenses, the demand for skilled professionals continues to outpace supply. According to recent reports, over 500,000 unfilled cybersecurity positions exist in the United States alone. This talent gap presents both a challenge and an opportunity for employers.

The Limitations of Traditional Hiring Practices

Historically, entry-level positions in cybersecurity have required candidates to possess a four-year degree in computer science or a related field. However, this approach has several limitations:

1. Exclusion of Talented Individuals: Many capable individuals who have the necessary skills but lack formal degrees are often overlooked.
2. Slow Adaptation to Industry Changes: Degree programs may not always keep pace with the rapidly changing cybersecurity landscape, leaving graduates underprepared for current threats.
3. Barrier to Diversity: Traditional hiring practices can perpetuate a lack of diversity in the field by excluding candidates from non-traditional backgrounds.

The Changing Educational and Workplace Landscape

The landscape of education and the workforce is changing significantly, and these changes are reshaping the way we should approach hiring in cybersecurity:

1. Lower College Attendance Rates: College enrollment rates have been declining over the past decade. Many potential candidates are opting for alternative education pathways, such as boot camps, online courses, and self-study, which can provide them with the specific skills needed for cybersecurity roles without the time and financial investment required for a traditional degree. This trend is particularly evident among younger generations who are questioning the value of a four-year degree in an era where knowledge and skills can be acquired more flexibly and affordably.
2. Multi-Generational Workforce: The modern workplace is more age-diverse than ever before, encompassing Baby Boomers, Generation X, Millennials, and Generation Z. Each generation brings unique perspectives and skills to the table. Embracing a skills-based hiring approach allows organizations to leverage the strengths of a multi-generational workforce, ensuring that teams are well-rounded and capable of tackling the complex challenges of cybersecurity.

The Advantages of Skills-Based Hiring

Skills-based hiring focuses on a candidate's abilities and practical experience rather than their educational background. This approach offers several benefits:

1. Wider Talent Pool: By prioritizing skills, employers can tap into a broader and more diverse talent pool, including career changers, self-taught individuals, and those who have gained expertise through non-traditional pathways.
2. Improved Job Performance: Candidates selected based on their demonstrated skills are often more prepared to tackle real-world cybersecurity challenges from day one.
3. Enhanced Diversity, Equity, and Inclusion (DEI) Programs: Skills-based hiring can significantly improve DEI initiatives. By removing the emphasis on formal degrees, companies can attract candidates from a variety of backgrounds, including underrepresented groups who may not have had access to traditional education pathways. This leads to a more diverse workforce that reflects a range of experiences, cultures, and perspectives, which is crucial for fostering innovation and problem-solving in cybersecurity.
4. Better Diversity of Thought and Perspective: When teams are composed of individuals with different backgrounds and experiences, they bring a wider range of ideas and approaches to the table. This diversity of thought can drive creative solutions to complex cybersecurity issues, enhancing the overall effectiveness of the team. A varied team is better equipped to anticipate and address the myriad threats that organizations face today.
5. More Loyal Team and Workforce: Employees who are hired based on their skills and potential often feel more valued and recognized for their contributions. This can lead to higher job satisfaction and loyalty. Moreover, providing opportunities for continuous learning and growth can further enhance employee engagement and retention, creating a dedicated and motivated cybersecurity workforce.
6. Faster Hiring Process: Evaluating candidates based on their skills can streamline the hiring process, reducing time-to-hire and enabling organizations to fill critical positions more quickly.

Success Stories and Industry Trends

Many forward-thinking organizations have already begun to adopt skills-based hiring practices with great success. For example, companies like Centene, First Bank, and SSM Health have removed degree requirements for many of their tech roles, focusing instead on candidates' practical skills and experience. Even some states like Colorado have embraced the idea and eliminated degree requirements for state employment. These organizations have reported improved employee performance, higher retention rates, and increased diversity as a result. Over the next several months we will share and deep dive into examples and the impact they have had on each company. 

Conclusion

The cybersecurity field is at a critical juncture, and the traditional hiring paradigm no longer meets the industry's needs. By embracing skills-based hiring, companies can access a wider talent pool, improve job performance, and create a more inclusive workforce. Now is the perfect time to reimagine entry-level cybersecurity hiring and ensure we have the skilled professionals needed to protect our digital future.

At CyberUp, we are committed to supporting organizations in this transition and advocating for hiring practices that recognize and value skills over 4-year degrees and traditional hiring practices. Together, we can build a stronger, more resilient cybersecurity workforce.

 

In today's rapidly evolving job market, traditional hiring methods based on degrees and previous job titles are becoming less effective. With the rise of new technologies and changing industry demands, companies are increasingly turning to skills-based hiring to find the best talent. But what exactly is skills-based hiring, and how does it work for companies? Let's explore.

What is Skills-Based Hiring?

As a quick refresher, here is our definition of skills-based hiring. Skills-based hiring is an approach that focuses on evaluating a candidate's specific abilities, practical experience, and demonstrated performance rather than their educational background or formal qualifications. This method assesses what a candidate can do and how well they can do it, making it a more inclusive and effective way to identify top talent.

Implementing Skills-Based Hiring in Your Company

How we have hired talent for the past 30 years requires a reset. Why might you ask? That’s a discussion for another blog but for today let’s focus on the how. As you will learn, transitioning to a skills-based hiring approach requires careful planning and execution. It does not have to be a challenging task but it requires a creative approach and open-mindedness to implement successfully. 

Here's a detailed guide on 7 steps to implement skills-based hiring effectively:

1. Identify Key Skills

• Role Analysis: Begin by thoroughly analyzing each role within your organization. Engage with current employees and managers to understand the specific tasks and responsibilities of each position.
• Skill Mapping: Identify the essential technical and soft skills required for each role. This might include understanding firewalls and network security best practices, communication skills for customer-facing roles, or problem-solving abilities for management positions.
• Prioritization: Determine which skills are critical and which are desirable. This will help in creating a focused assessment process.

2. Develop Skills Assessments

• Practical Tests: Design practical tests that reflect real-world tasks related to the job. For example, a coding challenge for a developer role or a project simulation for a project manager role. Finding a cybersecurity assessment has proven difficult but companies like Crowdstrike leverage capture the flag types of challenges when hiring candidates to accurately assess skills.
• Behavioral Assessments: Include assessments that measure soft skills such as teamwork, leadership, and adaptability. These can be situational judgment tests or behavioral interviews.
• Tools and Resources: Utilize online platforms and tools that offer pre-built assessments or the ability to create custom tests. Ensure these tools provide reliable and valid measures of the required skills.

3. Revise Job Descriptions

• Skill-Focused Listings: Rewrite job descriptions to highlight the skills and competencies needed rather than focusing on degrees or specific job titles. Use clear and concise language to describe the key responsibilities and required skills.
• Inclusive Language: Use inclusive language that encourages a diverse range of candidates to apply. Avoid jargon and unnecessary requirements that might deter qualified applicants.

4. Train Hiring Managers

• Educational Workshops: Conduct workshops and training sessions to educate hiring managers on the principles of skills-based hiring. Explain the benefits and guide how to evaluate skills effectively.
• Bias Reduction: Train hiring managers to recognize and mitigate biases in the hiring process. This includes understanding the impact of unconscious biases and using structured interview techniques.
• Interview Techniques: Teach hiring managers how to conduct skills-based interviews. This includes asking open-ended questions that allow candidates to demonstrate their skills and using standardized scoring rubrics.

5. Use Technology

• Applicant Tracking Systems (ATS): Implement an ATS that supports skills-based hiring. Look for systems offering integrated skills assessments that help automate the screening process. A gold star for companies who assess for transferable skills.
• Data Analytics: Use data analytics to track and measure the effectiveness of your skills-based hiring process. Analyze metrics such as time-to-hire, quality of hire, and employee performance to make data-driven improvements.
• Virtual Assessments: Leverage virtual assessment tools to facilitate remote hiring. This can include video interviews, online skill tests, and collaborative platforms for team-based exercises.

6. Pilot Programs

• Small-Scale Implementation: Start with a pilot program in one department or for a specific role. This allows you to test the skills-based hiring approach on a smaller scale and make adjustments before a company-wide rollout.
• Feedback Loop: Collect feedback from both candidates and hiring managers involved in the pilot program. Use this feedback to refine your assessment tools, interview processes, and overall approach.

7. Evaluate and Iterate

• Performance Metrics: Continuously monitor the effectiveness of your skills-based hiring approach. Track key performance indicators (KPIs) such as employee retention, job performance, and satisfaction levels.
• Regular Reviews: Conduct regular reviews of your hiring process and make necessary adjustments based on the data collected. Stay updated with industry trends and best practices to ensure your approach remains relevant and effective.
• Employee Development: Use the insights gained from the hiring process to inform employee development and training programs. This helps in aligning current employees’ skills with evolving job requirements.

Conclusion

Skills-based hiring is a powerful approach that can help companies find the best talent in an increasingly competitive job market. By prioritizing practical skills over traditional credentials, companies can build diverse, innovative, and high-performing teams. As the future of work continues to evolve, skills-based hiring will play a crucial role in shaping the workforce of tomorrow.

Implementing this approach requires a strategic shift in how companies evaluate and select candidates, but the benefits are well worth the effort. Embrace skills-based hiring and unlock the full potential of your talent pool. 

Over the past several years, there has been considerable discussion around the cybersecurity talent pipeline and hiring practices. We are now at a pivotal moment where five generations of workers are concurrently in the workforce, college enrollment is declining, and non-traditional skill paths are gaining momentum. The time is ripe for companies to reimagine how they recruit and hire talent. At CyberUp, we recognize that skills-based hiring is the model needed for the future.

In the coming weeks, we will define and illustrate the skills-based hiring model to establish a baseline set of expectations. Our goal is to inspire hiring managers and talent teams to embrace this practice because staying ahead of threats requires an agile, knowledgeable, and innovative workforce. Traditional hiring practices prioritize degrees/certifications and must evolve to recognize candidates with practical experience and the skills necessary to excel. Enter skills-based hiring—a transformative approach that prioritizes a candidate's abilities over formal credentials. Let’s explore what skills-based hiring means and why it's a game changer for cybersecurity.

Defining Skills-Based Hiring

Skills-based hiring is an approach that focuses on evaluating a candidate's specific abilities, practical experience, and demonstrated performance rather than their educational background or formal qualifications. This method assesses what a candidate can do and how well they can do it, making it a more inclusive and effective way to identify top talent.

We have been talking about the model for quite some time. Check out CyberUp’s early take on the concept.

The Building Blocks of Skills-Based Hiring

1. Practical Assessments

Practical assessments are at the heart of skills-based hiring. These evaluations mimic real-world tasks and scenarios candidates will encounter in their roles. For cybersecurity positions, this could include challenges like identifying vulnerabilities in a system, performing penetration tests, or developing secure code. These tasks provide employers with a clear and concrete understanding of a candidate's technical prowess and problem-solving abilities, offering insights that go beyond a resume.

2. Portfolio Review

A portfolio showcases a candidate’s hands-on work and projects, offering tangible evidence of their skills. In cybersecurity, this might include contributions to open-source projects, code samples, security research publications, or documented bug reports. Reviewing a portfolio allows employers to see the depth and breadth of a candidate’s experience, their ability to complete projects, and their commitment to the field. This element also highlights continuous learning and innovation, which are crucial traits for cybersecurity professionals.

3. Relevant Experience

Skills-based hiring places a strong emphasis on relevant experience, including internships, freelance work, volunteer projects, and self-initiated endeavors. This experience is often more indicative of a candidate’s ability to perform in a real-world setting than traditional qualifications. For instance, a candidate who has actively participated in cybersecurity competitions or hackathons demonstrates both their passion and practical skills. By valuing these experiences, employers can identify candidates who have proven their abilities outside conventional pathways.

4. Continuous Learning and Development

The cybersecurity landscape is constantly changing, with new threats and technologies emerging regularly. Skills-based hiring recognizes the importance of continuous learning and professional development. Candidates who stay updated with the latest trends, tools, and techniques—whether through online courses, certifications, workshops, or self-study—are highly valued. This element underscores a candidate's proactive approach to their career and their ability to adapt to new challenges, which is essential in the fast-paced world of cybersecurity.

5. Soft Skills Evaluation

While technical skills are critical, soft skills such as communication, teamwork, and critical thinking are equally important in cybersecurity roles. Skills-based hiring includes the evaluation of these attributes through behavioral interviews, situational judgment tests, and collaborative tasks. For example, a candidate might be asked to explain complex security concepts to a non-technical audience or work with a team to devise a security strategy. These assessments help determine if the candidate can effectively contribute to and thrive within a team environment.

6. Role-Specific Simulations

Role-specific simulations provide a realistic preview of the day-to-day responsibilities candidates will face. These simulations involve responding to a simulated security breach, analyzing security logs for potential threats, or developing a risk management plan. By engaging candidates in these scenarios, employers can assess not only their technical skills but also their decision-making process, stress management, and ability to prioritize tasks under pressure.

Conclusion

Skills-based hiring redefines how cybersecurity professionals are recruited, emphasizing what candidates can do rather than where they’ve been. This approach ensures that the best-suited candidates are identified by incorporating practical assessments, portfolio reviews, relevant experience, continuous learning, soft skills evaluation, and role-specific simulations. As the cybersecurity landscape evolves, skills-based hiring will play a crucial role in building a robust, capable, and forward-thinking workforce. Embrace the change and watch your team—and your organization—thrive.

Reach out today and see how CyberUp's team of apprenticeship experts can help you!