- 48.9 per cent of companies lack measures to attract IT security specialists
- 15.4 per cent rely on digitalised recruiting processes and 3.4 per cent recruit with the help of AI
- Finding and retaining IT security specialists: eco Association gives 5 tips
The competition for cybersecurity experts in the job market continues to intensify significantly. Nevertheless, almost half of companies have not yet taken any measures to recruit cybersecurity experts, according to a recent survey by eco – Association of the Internet Industry among business decision-makers. 29.8 per cent of those surveyed rely on attractive working conditions to attract IT specialists. 15.4 per cent use digitalised recruitment processes and 17.6 per cent promote training opportunities. In contrast, only 3.4 per cent of companies currently use AI-based recruiting tools.
Meanwhile, the cybersecurity threat level continues to rise. In the eco IT Security Survey 2024, 96 per cent of decision-makers assess the IT threat situation as growing. One of every five companies recorded at least one IT security incident in 2023, some of which caused considerable damage. To protect their IT infrastructure, companies are urgently dependent on appropriate specialists.
However, recruiting and retaining suitable specialists is becoming an increasing challenge for companies. The job market has shifted in favour of highly qualified specialists, forcing companies to adapt their personnel strategies. The eco – Association of the Internet Industry provides five valuable tips on this.
Create attractive working conditions: Flexible working hours and the option to work from home are attractive benefits for many IT security experts. This allows the recruiting radius to extend beyond the company’s immediate region. Competitive remuneration is essential for attracting and retaining skilled specialists. In addition, attractive benefits such as bonuses, a pension, and a healthcare scheme can make a difference. It is also advisable to have an attractive corporate culture that is actively practised both internally and externally. Recommendations from satisfied employees and active sourcing for specialised topics are also effective strategies.
Leverage AI in recruiting: Artificial intelligence can help HR departments to gain an overview of relevant applicants, particularly in the early stages of the application process. AI tools search and evaluate application documents quickly and efficiently by identifying relevant qualifications and experience. This takes the pressure off your HR department and can help to reduce unconscious bias by using objective algorithms. AI-based tools can also help you to target and personalise your approach to potential candidates and optimise job advertisements.
Intensify the promotion of young talent: When recruiting new specialists, the promotion of young talent must not be overlooked, even though this is more of a medium-term solution. Strengthen the promotion of young talent by cooperating with schools and universities. Take part in relevant fairs for young specialists and support initiatives such as Girls & Boys Day. Promote internships, final theses and student traineeships in order to retain talent at an early stage. Use social media channels to raise your profile among young talent.
Digitalise recruiting processes: By digitalising recruiting processes, you can improve the quality of hiring procedures and provide a positive experience for candidates. Modern software makes it possible to manage applications centrally, share them with the departments involved, access suitable candidates more quickly and make the selection process more transparent. Automated confirmation and acknowledgement emails save valuable time and reduce administrative effort. Digital initial interviews offer flexibility and convenience for both applicants and employers, as they can be conducted from anywhere, eliminating travel time and costs. In addition, the transparency of the process ensures a better understanding of the next steps and increases satisfaction.
Increase employee retention: Offer your employees regular opportunities for social and professional exchange, while taking into account individual time preferences of employees. Position your organisation as family-friendly and women-friendly – with women in particular still being significantly underrepresented in IT security. Offer attractive opportunities for further training and different career paths for specialists and managers.
