Creative Solutions for Developing the Public Sector Cybersecurity Workforce

As such, cybersecurity organizations should consider applicants without a formal cybersecurity education. Candidates from a range of backgrounds who possess an aptitude in problem solving, intellectual curiosity, and a willingness to learn may be just as capable as those with cybersecurity degrees. By hosting open hackathons (cyber competitions), offering internships, and partnering with other organizations to administer rotation programs, organizations can broaden their outreach to recruits.

Public-sector organizations should also look for talent within their agencies or other similar agencies, which can expedite the costly, time-consuming background check process. Accordingly, the Postal Service hosts a yearly Cybersecurity Awareness fair where attendees from across the Postal Service with an interest in cybersecurity are encouraged to apply for open positions. The Postal Service also sponsors rotation and detail programs that give employees from around the Postal Service opportunities to explore cybersecurity. And when looking for new recruits, we also make sure to attend government, ex-military, and “clearance only” career fairs.

Understanding that the field of cybersecurity changes rapidly and personnel needs fluctuate, organizations should also consider supplementing internal resources with quality contingent workforce options. At the Postal Service, we use Indefinite Delivery/Indefinite Quantity (IDIQ) contracts to bring on talented workers on an as-needed basis and make sure we always have access to new, fresh perspectives.

II. Developing Talent

The evolving nature of cyber threats means once-critical skills become obsolete quickly and new talent demands emerge overnight. To combat this trend, the Postal Service offers an annual 17-week training program in conjunction with Carnegie Mellon University to provide our cybersecurity employees with instruction on a range of cyber subjects. By administering on-the-job training that can be easily modified to incorporate new and in-demand skill sets, cyber organizations ensure employees possess the skills needed to defend against changing cyber threats. Regular cybersecurity training also bolsters talent retention. Industry-wide, almost 50 percent of cybersecurity workers cited a lack of training as a major factor in changing jobs.

Finally, even organizations committed to workforce development sometimes feel the effects of the cyber talent shortage and must consistently reevaluate and rededicate their programs. That’s why on top of our previous efforts, the Postal Service has committed to adding over 50 new cybersecurity employees over the next four years–focusing on resources with security clearances and specialized skill sets. By identifying and attracting the right candidates and developing a staff that’s responsive to emerging threats, government organizations can overcome the challenges facing their cyber workforces.

See Also: ComplianceQuest | CIOReview