Cybersecurity requires vigilance, especially at financial institutions. Financial services firms are 300 times more likely to experience cyber-attacks than other companies, and 63% of financial institutions experienced increased attacks this year.
As cyber-attacks grow in number and sophistication, so does the demand for talent. One study suggests that there are currently 3.5 million unfilled cybersecurity jobs.
Not surprisingly, cybersecurity ranks among the top 10 in-demand skills worldwide, according to Randstad Sourceright’s 2022 Global In-Demand Skills Report.
So how do organizations fill in-demand cybersecurity roles? Rather than putting resources into recruiting external candidates, many are turning to internal mobility: upskilling and reskilling existing employees on the latest security strategies and protocols.
Internal mobility and reskilling create powerful opportunities for enterprises to become future-proof. Organizations build a more sustainable, talent-rich workforce while employees develop stimulating, lucrative career trajectories. It’s a win-win.
Notably, many internal candidates are not necessarily tech talent, at least not from the start of their careers. McKinsey research shows that 44% of tech workers began their careers in non-IT fields, suggesting technical degrees and experience aren’t required for success in a technical role.
In today’s tight labor market, HR leaders are looking to internal mobility to retain their best talent and fortify their competitive edge. Internal mobility can also elevate diversity, equity and inclusion (DEI). According to the report, only 16% of cybersecurity talent are female, and research indicates that Black and Hispanic bank employees are more likely to have limited opportunities.