Member Article

2019 - the year cybersecurity becomes an HR issue.

2018 will be remembered by many as the year that organisations grappled with a smorgasbord of cybersecurity and data-related challenges. From the introduction of the GDPR to high profile cyber breaches involving the likes of Uber, Marriott and British Airways, all organisations must now consider digital and cyber skills as business-critical.

As we enter 2019 this means that HR professionals must help lead cyber-strategies recruiting, retaining and developing staff across a spectrum of cyber-related roles. This will be no easy task when the UK faces a well-documented cyber-skills shortage set to be compounded by Brexit in 2019.

**Attracting cyber-talent in 2019 **

To recruit talented cybersecurity staff in a candidate-driven market, organisations must demonstrate that they consider cybersecurity a board-level issue and welcome innovation. Talented cyber professionals want to know they have the attention and support of seniors in these fast-paced and, often mentally taxing roles.

Financial reward is important but organisations must show candidates they will be given opportunities to train and develop. Candidates are increasingly attracted by access to industry mentoring - programmes which HR can be instrumental in developing and driving. In this sector you cannot simply buy loyalty and that’s where HR will be so important in the recruitment and retention of talent.

**Identifying the right roles to future-proof your organisation **

Cybersecurity is a constantly evolving sector and when it comes to job titles there are few firmly agreed descriptors in use. Without standard terms CV’s may not clearly specify skills that align with the job description but that doesn’t mean the candidate doesn’t possess what’s required. In a climate of cyber-skills shortages, it will be increasingly important to demonstrate flexibility in hiring for cyber. As a developing sector HR must also keep apace with technological change that will demand new talent. For example, through 2019 we will see new roles emerge as technologies such as autonomous cars, connected medical devices and artificial intelligence boom. These will demand very specific skills to ensure implementation is secure and safe. How will your HR teams support brand new roles, the likes of which will require supreme talent and board-level support to succeed?

**Make 2019 a year of collaboration and diversification
** With these challenges, in 2019 hiring managers will need to work closely with IT and compliance colleagues, as well as the board and wider business to truly understand the organisation’s cyber requirements. Hiring processes must allow for subject matter experts to be closely involved and supported. Equally, it must be HR’s role to ensure that assets such as adverts, job descriptions and candidate communication encourage those with diverse backgrounds or needs. HR must also be in a position to facilitate any workplace adjustments necessary to enable accessibility and safeguard employees. Whether race, gender or neurodiversity, cyber is a sector that demands different approaches and innovative thinking.

Contributed by Simon Hember, Director, Acumin Consulting

This was posted in Bdaily's Members' News section by MP .