Hiring and Retaining Cybersecurity Consultants – Creating Great Teams
As the CISO, Head of Security, or CTO of the business, you’re probably well aware of how challenging it is to find top-tier cybersecurity talent. Organizations of all sizes and industries are anxious about cybersecurity risks, mainly how security breaches can result in compliance violations, reputational harm, and financial consequences when the businesses lack the power of the best cybersecurity consultants.
As per Hyperproof’s 2020 IT Enforcement Benchmark Study, 62 percent of respondents planned to increase spending on IT protection and enforcement in 2020, and 66 percent planned to recruit new people to help with compliance.
To get the best payout, you need to keep an eye on the market. That means providing up-to-date, granular information on your cybersecurity work titles’ base and bonus pay. Keep in mind that data must always be contextualized. Before consulting data with cybersecurity consulting firms, make sure your compensation plan aligns with your talent strategy and overall business strategy. For example, before deciding on pay scales, you should consider the following:
- Who do you have to compete with for talent? Are they smaller or larger companies in the same sector, or are they from different industries? The response can differ depending on the office’s position, department, and location, coupled with cybersecurity consulting services for small businesses.
- How competitive would you want to be compared to other businesses seeking to recruit from the same pool of candidates? Do you want to pay at the top of the spectrum or closer to the 50th percentile, for example? You’ll need to think about your overall financial position, and you may want to aim for a higher category for roles that are important to your business and a lower percentile for functions that aren’t. Furthermore, these talents are valuable but difficult to come by, and they should be compensated accordingly.
- How important is it to cash in an opportunity for attracting talent versus other levers like flexible work weeks, job development potential, L&D opportunities, or great healthcare benefits? What do your ideal workers place a high priority on?
You’re ready to look at pay data once you’ve decided on a compensation strategy. Keep in mind that when recruiting niche talent, you’ll need to be specific about the skills and experiences you’re looking for, as well as reliable salary data, making fair offers quickly.
Time, as the adage goes, destroys all deals. As a result, having a compensation plan in place will help you maintain momentum throughout the bid stage with the best cybersecurity consultants by your side.
This dataset’s job titles include computer security specialists, data security administrators, information security managers, security engineers, information security analysts, director of IT security, cybersecurity engineer, security architect, and variations of these titles.
Help your team minimize energy-sapping administrative work around compliance.
Due to several factors, cybersecurity jobs have become exceedingly stressful in recent years. Cybersecurity incidents, for example, are on the increase. Second, as third-party data breaches have become more common, more companies require vendors to generate SOC 2 and ISO27K certifications before signing new contracts. Meanwhile, in the coming years, the use of vendor-to-vendor protection questionnaires would become more common when it comes to hiring the best cybersecurity consultants. If you’re not careful, responding to vendor questionnaires and security audits will consume a large amount of your cybersecurity team’s time and divert attention away from more critical tasks.
Even if enforcement isn’t what they signed up for, the cybersecurity consultant companies will have potential members, and potential recruits should be ready to take on a heavier compliance workload.
According to Hyperproof’s 2020 IT Enforcement Benchmark Survey, the average IT protection and compliance worker spends around one out of every five workdays on compliance-related administrative tasks. That time adds up to 2160 hours over a year, assuming a 9-hour workday and five workdays per week.
These administrative responsibilities include gathering and preparing compliance records for external audits, digging through emails for documents, attending compliance meetings, and more.
Working through compliance-related activities can be seen as a slight inconvenience if the IT cybersecurity consultant manages a few audits/vendor protection questionnaires each year. However, suppose compliance work piles up to the point that team members cannot get to these high-value work, such as upgrading security controls and introducing new technologies to increase incident response time. In that case, compliance work may become stressful and even demoralizing.
Now is the time to examine your talent management plan and the steps you take to keep your current employees on board with the demand for cybersecurity talents heating. By correcting compensation, giving your team the right resources to recognize and manage risks efficiently, you will place your company in today’s intensely competitive talent market as an employer of choice.