Tackling Cybersecurity Talent Challenges

With cyberattacks on the rise, agencies need to design, implement and maintain security programs that are sophisticated enough to protect today’s networks and data management. 

That goal becomes trickier with organizations consistently competing for and losing out on IT staff to private sector companies. Here’s how David Allen, former Chief Information Security Officer (CISO) at the Georgia Technology Authority (GTA), tackled this pervasive challenge:  

Once hired, Allen immediately focused on IT staffing issues, as he knew that if the agency continued to be short-staffed, it could hinder or even disrupt operations. 

One roadblock for potential applicants became quickly apparent to Allen. He found that many, even entry-level jobs, required a four-year college degree, which didn’t align well with the pay scale offered for the positions.    

Rather than discourage applicants who would otherwise be qualified for the jobs, Allen chose to usher in a new era, requiring instead only a high school diploma and a 12-month certification.  

Additionally, he created cyber internships and invested in training.  

“I have a military background, so I’m a big believer in cross-training and mentoring,” Allen said. “The No. 1 job at my level is to prepare the next generation.”  

His commitment to on-the-job training and mentorship set him apart when recruiting and hiring employees. During his tenure, he built the youngest and most diverse cyber team at GTA.  

“We build their trust and their confidence, and then let them go out and do the job,” he said. “I’ve had many mentors over the years who have done that same thing for me. So, I try to carry that forward with my own people.” 

For more solutions and strategies to eliminate your agency’s vulnerabilities with the right hires, tools and tech, download this guide.