Here on the NVTC Blog, we’re sharing original content and video from the second annual Capital Cybersecurity Summit that took place on Nov. 14-15, 2017 at The Ritz-Carlton, Tysons Corner.
Did you know that 50 percent of cyber job openings in the nation are located in the Greater Washington region? Or that there are over 44,000 cyber job openings in the region?
Organizations are getting creative in sourcing cyber talent in maintain a competitive edge. In fact, the talent shortage is becoming a strategic priority for almost every organization in the cyber sector across the country.
The Capital Cybersecurity Summit’s engaging Unique Ways to Attract Top Cyber Talent panel explored innovative ways companies have overcome the cyber talent gap challenges in their organizations. Panelists included U.S. Cyber Challenge National Director Karen Evans, Northrop Grumman Mission Systems Manager, Strategic Analysis, Initiatives & Operations, Cyber & Intelligence Mission Solutions Brian Loggins, Ishpi Information Technologies, Inc. Executive Vice President and Chief Technology Officer Girish Seshagiri and Cyber Human Capital LLC President and Founder Renee Brown Small. Monster Government Solutions Vice President of Global Strategy and Business Development Susan Fallon moderated.
Emerging from the discussion were unique ways organizations and HR professionals are sourcing – and upskilling – cyber talent. For example:
- Ishpi Information Technologies has created a customized, “dual-model” apprenticeship program that combines specialized cybersecurity curriculum and on-the-job-training. The program also provides students assistance with security clearances before graduation, which helps to speed up the often long and tedious clearance process.
- Northrop Grumman is partnering with the academic community, especially at the high school level with students interested in STEM, to source talent and engage students earlier in cybersecurity and computer science career paths. Northrop Grumman also offers cybersecurity scholarships at the high school and college level.
- Cyber Human Capital’s Renee Brown Small shared that she has found success sourcing cyber talent by working with employees already in an organization who show interest in cybersecurity and upskilling them. Tapping into talent currently in an organization also helps with retention, as employees feel their skills and potential are valued, and that they are being challenged.
- U.S. Cyber Challenge is bringing together stakeholders from the public and private sectors to host national cyber competitions to identify emerging cyber talent.
For more strategies and insights around recruiting cyber talent, view the full video from the panel below:
Check out Washington Business Journal coverage from the panel.