Quels sont les principaux défis et risques liés au manque de compétences informatiques pour la cybersécurité ?

The banking industry is one of the most targeted industries for cybercrime, in part due to shortage of skilled cybersecurity professionals, as evident in various attacks such as the Capital One breach in 2019 and the Experian breach in 2020. To address the IT skills gap for cybersecurity in the banking industry, banks can 1. Offer competitive salaries and benefits to attract and retain skilled cybersecurity professionals, 2. develop internal training programs to up-skill existing staff, 3. Encourage diversity and inclusion in the cybersecurity team, 4 Outsource cybersecurity functions to specialized 3rd-party firms. 5. Collaborate with universities to develop and recruit new talent in cybersecurity.

The key is to think like an attacker in conjunction with organization level risk assessment focusing on business processes, information, and the use of digital assets. Identifying critical processes, employees, third parties, and information allows the company to strategically deploy its resources to defend against known risks to protect them. Additionally, having contracts, strong frameworks (policy, procedures, instructions, etc.) ensures that if things do not go as planned, there is a planned response. This reduces stress and errors during the incident process for any risk realization the organization experiences. If this is done, tested, and maintained, it not only makes the organization mature and resilient, but also compliant.

In cybersecurity, addressing the IT skills gap involves strategic approaches like tailored training programs and automation. Well-structured training and onboarding can drastically reduce the time to equip new recruits with necessary skills, with effectiveness enhanced by considering individual backgrounds and seniority. Automation plays a pivotal role, particularly in SecOps alert triage, response, and remediation. This not only increases efficiency but also allows professionals to focus on complex, nuanced tasks. Balancing automation with human expertise is crucial, ensuring sophisticated threats are managed effectively.

First, you needs to understand the environment you are protecting. If you don’t possess the knowledge behind each device, not to the level of a SME, but normal knowledge, you won’t be able to fulfill the job entirely. Thinking just like an hacker, white hat, can drastically improve the quality of your work. There’s no tomorrow in Cybersecurity, only now and today.

A different type of take: We continue to discuss the cybersecurity gap as a representation of attacks and breaches. But I think the gap is only widening because we, as IT & Security professionals, do not get the recognition and priority we need. When things work right and users aren't interrupted, IT pros get no song and praise. When there's an outage, or your account doesn't work, we receive irate behavior and borderline rage from those up on high. There needs to be a better understanding from execs down that IT is just as important as finance, HR, and the office of the CEO. The CEO and CFO and "traditional" business roles have existed for hundreds of years. The Information/technology leader roles? Maybe 40 years, tops.

Totally agree. The shortage of skilled cybersecurity professionals is a critical issue, making organizations more susceptible to the ever-changing landscape of cyber threats. The numbers you cited underscore just how costly and damaging a breach can be. It's essential for organizations to prioritize addressing this skills gap to safeguard their data and infrastructure.

Understanding basic, Information Security tenets is key to compliance and regulation. With the focus on privacy and cyber (risk to processes and information from the Internet), companies have lost the best due diligence and due care competencies to provide the board, executives, partners, clients, and people assurance that information is protected according to its value/classification. It is time to return to Information Security to reclaim the best analyses and remediation to reduce the risks of compromise from internal and external actors. This will also reduce the costs to protect the company, its processes, and information.

Compliance and regulation are a big deal for companies. Think of it like following rules to keep everyone's information safe and private. When there's a gap in IT skills for cybersecurity, it's tough for companies to stay on top of these rules. If they mess up, there can be fines, bad reputation, and trust issues with customers. It's like playing a game where the rules keep changing, and you need skilled players to win without penalties.

Absolutely, I agree. With the shortage of skilled IT professionals, it’s really tough for companies to keep up with all the changing regulations. If they don’t have the right people to handle compliance, they could end up with big fines and a damaged reputation. GDPR is a perfect example of why having skilled IT staff is so crucial.

Incorporating the latest technological innovations, such as Microsoft Copilot, GitHub Copilot, and GitHub Advanced Security, can effectively strengthen an organization's security posture against emerging cybersecurity threats. By utilizing these cutting-edge tools, companies can close the IT skills gap without the immediate need for extensive training of their engineering teams on secure practices. This approach offers a more sustainable coverage for enterprises, ensuring they remain protected while addressing the challenges presented by the cybersecurity skills shortage.

Totally agree—if companies don’t have enough skilled IT people, they can miss out on using cool new tech like AI and blockchain. This means they might fall behind competitors who are on top of these trends. Fixing the skills gap is key to staying ahead and keeping up with innovation.

Recruitment and retention pose a big challenge in the IT skills gap for cybersecurity. Getting and keeping skilled professionals is tough due to high demand and limited supply. To attract the best talent, companies must offer competitive pay, benefits, and career paths. However, with the scarcity of cybersecurity experts, finding and keeping the right people is a significant hurdle for organizations.

We treat the security skill gap far different than the IT skills gap. Entry IT jobs are for people with truly zero to little experience, and there is a solid funnel on how to up train them. The entry security jobs assume a wide array of skills and a very ill-defined funnel on how to uptrain new security practitioners. people want into the industry, there are far more people interested and willing to learn, we have generally failed them by not being able to create an appropriate learning funnel. But that now speaks more to corporate executive culture generally not understanding the critical role security teams play in the long-term health of the company.

The obsession with hiring "rockstars" or "unicorns" is a gigantic obstacle. Being a "rockstar" on paper or in an interview is just good marketing—any sociopath can fake it. What really matters is who shows up on Monday. It's usually not the same person. Existing cybersecurity teams are often stretched thin due to this manufactured skills gap from outrageous resume requirements, leading to high workloads and stress. Instead of hunting for unicorns, focus on hiring for potential and build your own stars.

The IT skills gap in cybersecurity presents a critical challenge as there’s a shortage of qualified professionals. This shortage leaves organizations at risk, making them more susceptible to cyber threats. The risks involve a higher likelihood of security breaches and compromised data due to a lack of skilled personnel. Furthermore, the evolving nature of cyber threats demands a constant adaptation to new strategies, which becomes challenging without a well-equipped cybersecurity workforce. Bridging this gap is imperative to fortify defenses and safeguard sensitive information. Addressing the IT skills gap in cybersecurity is not just a necessity - it’s a strategic imperative to fortify our digital defenses.

It’s definitely a challenge to attract and keep top IT talent, but focusing only on salaries and perks might not be the whole answer. Some companies find success by investing in their current employees, offering good training, and creating a great work environment. Instead of just trying to poach talent, they can build their own by upskilling their team.

Gatekeeping jobs based on a unicorn-skills list needs to end; took me 12 years before I finally found a sensible person to give me a shot. I took half the salary of the person I replaced and did 20x the work because I was hungry. Hiring practices need to be revamped drastically - companies are missing out on real talent with HR keyword-filters and not really spending any time getting to know the candidate and what they can offer.

Training and Onboarding Programs: Implementing structured training and onboarding programs in cybersecurity can significantly reduce the time needed to equip new recruits with necessary skills. Tailoring these programs to individual backgrounds and seniority levels can further enhance efficiency.

Instead of just piling on more training, it might be worth focusing on how effective and engaging those programs are. Tailoring training to address specific needs and including real-world scenarios can make a big difference in closing the skills gap.