Finding Security Talent – and Keeping it!

In order to find ways to keep security talent, it’s helpful to understand what drives top performers to leave. Things that drive talent away include:

• Lack of strong leadership and/or inflexible leadership.
• Corporate tax in the form of requirements that don’t relate to the job or mandatory training that is perceived to be external to the core job responsibility.
• Technology stagnation - lack of opportunity to grow and stay up-to-date within the technology space.
• Career stagnation – lack of an opportunity to grow and pursue a career path within the organization.
• Burnout.
• Low morale – both individual and group.

Best practices in keeping and developing security talent include:

• Create a new function for the individual to grow into.
• Build a career ladder that offers a progression.
• Map out technical and leadership opportunities and have a career discussion of what is required to advance within the areas.
• Provide a new title.
• Offer bonuses.
• Hold team morale-building events such as group cookouts.
• Give performers the opportunity to leave for long weekend.
• Encourage participation in external award programs.
• Offer opportunities to earn internal awards.
• Assign funding for ongoing education and training.
• Give legitimate performance reviews - take the time during the course of the year and be honest in the feedback.

In addition to normal channels of recruitment, internships have proved to be a successful way to bring talent in-house.