Canadian HR Reporter

18 www.hrreporter.com F E A T U R E S SEEKING TALENT IN CYBERSECURITY CYBERSECURITY professionals are in short supply around the world. The global skills gap is set to surpass four million by next year and Canada is expected to need an extra 8,000 in the same time period, according to a 2019 report by (ISC)2, a U.S.-based association of certified cybersecurity professionals. As security companies think of new ways to attract talent and look further afield for new candidates, one strategy being considered is gamification. A buzzword in recruitment for years, gamification involves implementing game theory and mechanics to test candidates in new ways and make the job hunting process less tiresome and problematic. Some of the main challenges facing the cybersecurity industry include a lack of cultural and gender diversity, a disconnect between education and industry and a lack of well-rounded skill sets needed to fill higher-level jobs. And some of these issues could be alleviated by gamification strategies. Pros of gamification Some of the benefits include the following: It encourages diversity: Some champions of gamification in the hiring process feel that more unorthodox strategies allow for a higher level of diversity in successful candidates. The idea is that if people are pre-screened using quizzes or games, the qualities that they possess are what pushes them forward through the process, not how they look or their experience levels. It enables employers to relax entry- level requirements: Many job positions have restrictive hiring requirements relating to education level or fluency could lead to more permanent staff placements. Cons of gamification But there are also downsides to gamification: It's cost-prohibitive: The cost of devising and implementing gamification into the hiring process is generally outside the limits of most businesses. While corporations and large enterprises may have the resources to employ these strategies, almost half (43 per cent) of all cyberattacks target small businesses, according to a 2019 survey by Accenture, making them a highly vulnerable part of the economy and one where shortages will be felt more acutely. I t e m p h a s i zes sof t s k i l l s : Although gamification is able to more comprehensively assess candidates' soft skills, many companies are finding that candidates lack material hard skills such as intrusion detection, penetration testing and software development. It doesn't solve the labour shortage: While gamification may improve issues of diversity by creating a more level playing field, there is still the issue of a material lack of candidates for the number of roles. Unemployment in the cybersecurity industry is considerably low while vacancies continue to grow. Gamification is a fun and exciting strategy that recruiters can use to draw in large banks of candidates and showcase employers as progressive and forward- thinking. However, the principles are still beyond the grasp of most companies, and there are much broader issues with the cybersecurity industry that need to be a higher priority. Overall, the industry will need to produce other successful strategies to find talent, including education that is more aligned with the industry and a relaxation of the requirements for entry- level jobs, where possible. The industry can expose students to cybersecurity career prospects earlier, encourage diversity in learning and recruiting and tap into underrepresented labour markets. Unless employers cast their nets as wide as possible and work to make cybersecurity a place where anyone can work, these shortages will continue to rise. CHRR When it comes to finding much-needed job candidates in cybersecurity, gamification has potential, says Damon Culbert of Cybersecurity Professionals, in weighing the pros and cons Damon Culbert is a content writer for the cybersecurity job site Cybersecurity Professionals. For more information, visit www. cybersecurity-professionals.com. Champions of gamification in the recruitment process feel that more unorthodox strategies encourage a higher level of diversity in successful candidates. F O C U S O N : R E C R U I T M E N T with specific software, but these requirements don't always indicate who is the right fit for a role or company culture. By first inviting candidates to take part in the game, hiring managers can spot applicants with the necessary skills profile who may not have the full range of professional skills expected but would still be a good fit. It helps reduce onboarding costs of bad employees: A bad hire can be costly for employers and many new hires fail. Gamification enables businesses to more confidently assess the soft strategic skills of new hires and how their personality might fit into the structure of the business, which

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