Cyber talent can be nurtured from a variety of backgrounds, including legal and law enforcement.
“It’s not all just tech engineers,” said Jason Hogg, CEO, Aon Cyber Solutions.
Compensation packages and perks for cyber professionals make retaining existing talent another key challenge. (ISC)²’s research found millennial workers are more likely to change employers than other generations, putting value in career development, training, professional certifications and association memberships.
Millennials want to be intellectually stimulated and they also want to be up-to-speed with technology, “so they need to have access to all the best and latest tools,” said Hogg.
“Home-growing talent is critical,” he said. Aon developed a cyber associate program onto which dozens of college graduates are onboarded each year, receiving mentorship and gaining practical experience.
Aon also introduced a formal mentoring and development program to nurture female cyber security talent.
“We have taken a strong stance on developing female leaders, and 42 percent of our current cyber associate class is female,” Hogg said. “You have to be systematic in how you attract, retain and develop talent, just as you do with managing risk.”
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