What needs
to change?

According to The Wall Street Journal, there could be 1.8 million unfilled cybersecurity roles by 2022. You need the right talent to secure your organization, IBM can help your HR in shortlisting potential talent that is a perfect fit for your organization. It is time for you to improve talent acquisition using powerful assessment that is flexible and helps empower your team to hire and manage with precision.

Traditionally, cyber skill recruitment has focused on technical skills. But with technical skills in short supply you need a new approach, IBM worked with HR and security professionals to identify the success factors for cyber professionals. It was seen that technical skills aren’t the main factor required for a cyber security role. The research revealed that there is a need to focus on behavioral skills.

How To Fix The Cyber Skills Shortage

Looking Beyond Traditional Approach

A cybersecurity professional must have strong technical skills, that’s a given. Apart from this, current research showed that a security professional should have these five behavioral attributes as well i.e.

  • Adaptable
  • Compliant
  • Dependable
  • Inquisitive
  • Resilient
  • If your security and HR departments are not jointly considering candidates against these key attributes you might be missing out on high performers.

    Looking Outside the Box

    It is time for you to broaden your search for new hires, considering the behavioral attributes you might want to search for a talent pool that has not worked in cybersecurity. According to current research, you need to locate the right behavioral attributes before looking at technical skills. In fact, assessing for attributes is a more convenient way to start a search for new talent. If you target the right behavioral attributes in the first place and then teach the technical skills needed for the security tools in your organization, you’ll be able to secure the necessary talent.

    Look Around, Its Closer Than You Think

    Cloud service management and operations refer to all the activities that an organization does to plan, design, deliver, operate, and control the IT and cloud services that it offers to customers.


    The test focuses on identifying “latent” ability rather than existing skill by assessing behavioral attributes and cognitive aptitude to acquire the technical knowledge required for success in a cyber role. CCAT provides a vehicle to assess cyber potential of existing employees across the enterprise and external candidates, enabling rapid workforce scale while reducing hiring costs and increasing the quality of each hire

    Identifying the highest potential candidates from the broadest
    Improving the success rates of individuals selected.
    Identifying candidates with the greatest affinity to improve retention.

    Traits measured by CCAT include:

    Measures work styles/personality characteristics.
    Measures logical reasoning via pseudo-coding logic exercise.
    Measures ability to accurately and quickly locate mismatches in highly detailed data information sets presented graphically.
    Cyber Workforce Strategy Roadmap

    Cyber Workforce Workshop

    Cybersecurity challenges are significant and growing – and compounded due to the estimated 1.5 million unfilled cybersecurity jobs expected by 2020. Three actionable outcomes you can expect from the webinar:

  • An effective strategy to build a bench of skilled cybersecurity resources.
  • An approach to benchmark the skills/aptitude of your current cyber workforce.
  • A validated process to exponentially increase the quality of cyber hires.