The IT skills gap is an ongoing concern for CIOs, particularly in the search for cybersecurity talent.
Complex and ever-evolving threats, from the rise in ransomware to the emergence of billions of IoT devices, mean both the risks and the staffing needs are always growing and changing.
With the threat of cyber attacks on the rise, an increasing number of organisations are investing in cybersecurity professionals and upping their cyber headcount.
Read next: How to improve cyber security awareness in your organisation
Additional reporting by Christina Mercer
August 28, 2018
3. It's about more than qualifications - forget the degree
When hiring for a new role, you'll be faced with numerous CVs, and you'll undoubtedly fall into the trap of just skim reading for keywords and specific qualifications.
But by doing this, you might miss out on someone with loads of experience, which for the most part is a lot more valuable than qualifications alone.
This can be tackled quite easily. When you create your job ad be careful not to add too many required skills or qualifications. This might put some talented people off from applying, even though they have the skills and experience but lack the formal qualifications.
To make sure you don't neglect the experience-rich talent pool, you should add a line in your job ad indicating that lack of formal qualifications will be overlooked for the right candidate with the right experience.
5. Diversify your workforce
Image: iStock/Raw Pixel Ltd
Address the labour shortage by proactively recruiting underrepresented groups. This may mean changing the recruitment process, making the workplace more inclusive, or providing training on the job to those who lack IT experience but have the ability and interest and skills to develop it.
Only 11% of the world's information security workforce are women, according to the non-profit
Women's Society of Cyberjutsu (WSC). Work with groups from the private sector, government agencies and educational institutions that provide IT training programmes for women to understand how you can redress the balance.
HR and professional associations can help you reach a diverse range of groups, make the workplace more welcoming to them and reduce implicit bias when hiring.
Promoting career opportunities for women and other underrepresented groups will make your organisation an attractive destination both now and in the future when these marginalised groups become better represented.