The Parable of Cyber Talents
In addition to recruiting cybersecurity professionals, a culture of digital security must be sent to all professions, not only in IT where they should be native: from management supervision, to marketing, through administrative, financial, purchasing, etc.
About non-expert professions in cybernot everything is technical: know the best practices of the health and safety guide or have done the MOOC for starting theANSSIaccessible free of charge, is within everyone’s reach. It’s possible to get the basics of cybersecurity without having to retrain. But we can still hope, by showing the attractions of the profession and the values of the sector, to attract new vocations.
The spectrum of professions is so wide, it remains to show the full meaning of commitment to digital security professions that are within everyone’s reach. What if the difference in a CV, regardless of its position, is to highlight the essential elements of cybersecurity knowledge?
Add a line of code to your CV
Even raising awareness is not enough only protecting a structure from an originating attack cyberrecruiting people who are ready for it can make the difference. At least, in an equivalent course, this is a “small” extra that should ring in the ears of recruiters, at a time when all structures should realize that a cyberattack is about to happen to them. The question is not when, but if they are ready for it! Any new recruit, not professional at cyberbut being trained or made aware of these issues is therefore an advantage for him.
In prevention, but not only. If the person has long been designated as the weak link, due to the origin of a click at the wrong time on the wrong link or file, however, he is the strong link on which to bet by increasing awareness and especially by resilience to help. its structure returns to its nominal state.
People, the strong link for stability in the event of an original attack cyber
We repeat this over and over again: we are experiencing a shortage of “talent” in cybersecurity. Every time I hear about “talent”, I wonder how a young person or someone who wants to switch or convert to a career in cybersecurity does not feel that the road will be long, even impossible. Should we set the bar if high ? True, it’s a recruitment buzzword, but do we need to be looking for talented people, with specific skills or an impressive capacity in cybersecurity? We already have a false image of a technical and veiled world, should we imply that it also requires extraordinary technical skills?
It takes some soft skillsthat’s for sure, like curiosity and open-mindedness. Some will also add passion. Strength remember that this is a place that brings together a certain number of enthusiasts who do not count their hours and passionately love what they do. We all know them. But if we encounter a shortage of manpower today, we also have to accept that not all the people who will work in the sector tomorrow will be enthusiastic. This is not will be not necessarily geeks (in the true sense of the word)neither” bac+8 » but there are many employees who will do their job enthusiastically without having to put the devotion into it that others may have had for years. What a challenge HR has to face!
Finally, to return to our “lack of talents”, this reflects the “parable of the talents” of the Gospel according to Matthew. This one says that a master traveled and entrusted his talents (gold ingots) to his servants who must give account of his return. The first two increase money while the third hides it by burying it. When the master returns, the first two are greeted and promotedthe third is blamed for not doing anything and fired from the job. The parable describes the obligation not to waste the gifts received and to commit oneself despite the dangers. The word “talent” also takes its meaning from this parable. In other words, even at cyberit is up to all people to develop their talents, nurture them to make the world we live in grow and be as safe as possible. It is even a collective responsibility.