6. Solving the Talent Search
How can government tackle the cybersecurity talent search in a way that strengthens skills, experience, and knowledge both within government CISO/CIO and partner organizations and externally from contracted services?
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I think the government needs to realize that there are big bucks to be made in the private sector if you are really good at this, and so they can't expect people to stay in Government. The Government should be prepared to depend on private sector contractors, who can do this work well.
However, experience in other... more »
Spur renewed interest in both education and training channels that increase STEM talent in the U.S. Motivation originates from both increased funding and availability of relevant coursework and from concerted marketing to create an ethos and national goal equivalent to the objective of landing a man on the moon.
Information/computer security (cybersecurity) services for which the United States Government (USG) contracts out for services, and which represent an enduring, long-term function, should be assessed for whether greater cost-effectiveness and capability would be better realized if the USG were to assume the performance of that function.
Organizations can use assessments measuring the knowledge, skills, abilities, and personal characteristics required for successful performance in cybersecurity jobs, to ensure they hire qualified job candidates; make job placement decisions based on a candidate’s interest in the job and their ability to perform on the job, and/or provide trainings that address a candidate’s specific developmental needs
How can government tackle the cybersecurity talent search in a way that strengthens skills, experience, and knowledge both within government CISO/CIO and partner organizations... more »
Look for talent in other parts of the organization that could be used by cybersec shops w/o having to hire: risk management skills, analytical skills, cost/benefit analyses. Retool as needed for cyber roles
Attract high and college grads with more aggressive recruiting that accepts more than USAJOBs applications; utilize on-line reach-out for potential candidates of interest, encourage games that attract students