May 13th, 2017

Secure Digital Solutions CISO, Ed Snodgrass,recently had the privilege of writing for Forbes Technology Council. The title of the piece is “Looking To Sign A Security Rock Star? Money Isn’t Everything“. A summary of the article is given here with the full article located on Forbes.

What follows is a high-level summary of original article posted on May 3rd, 2017:

There’s a cybersecurity talent war going on. Skilled resources are in high demand, and the competition for them is fierce. Big companies pay big money to attract and retain talent, potentially leaving small to mid-size organizations in a tough spot to compete on those grounds alone. In summary

Give them a path forward:. You brought them in for what you need today. Work with them to build a plan for what you’ll need tomorrow. Discuss career aspirations, help them build an individual roadmap based on goals and milestones, and support it. Your people will know they have a challenging and rewarding future ahead. It’s mutually beneficial.

Share the company’s mission and strategy: Knowing how security and their specific role supports the company’s overall mission provides context and creates ownership in the organization’s success. The role they’re currently in may not be glamorous, but it’s critical and they know that.

Support continuing education and networking: Give them time to get that new security certification. The knowledge they’re gaining will make them smarter, and your company will be better off for it. Security conferences are important, too. Security pros need to stay up to date with the latest threats and the latest countermeasures showcased at these events. Yes, they go to network, too, but that’s not necessarily a terrible thing. After all, if they’re happy working for your company and others see that, perhaps a respected and talented colleague will want to be happy working for your company as well.

Respect and acknowledge their expertise: Security professionals are paranoid — and that’s a good thing. When they come in with a discovery or a suggestion (read: “We absolutely have to do this”), make sure you listen. Discuss it.  Weigh pros and cons, and ultimately, if your decision isn’t the course of action recommended, they’ll know why. They’ll know their council was valid and they’ll respect it.

Be real: Engaging in candid discussions about professional development is critical. The pros will take your constructive feedback as a personal challenge to better themselves rather than petty criticism — but only if you’re open to their constructive feedback as well. At the end of the day, they know you call the plays and they respect that.

Recognize their achievements: Security can be a thankless job because “no news is good news.” Much of the demanding work it takes to protect a company goes on behind the scenes and in windowless rooms. Appreciate what they do, and they’ll appreciate it, too.

If they want to leave, help them leave: That doesn’t mean push them out the door; it means set them up for success in their next role. Know what their new opportunity is offering them and why. Talk about the things they’ve learned and their professional growth as a member of your organization and thank them for being a part of the team. Despite the substantial number of security practitioners out there, it’s a small community. With so many open positions available, security pros can pick and choose where they go, and security culture is just as important as compensation. Build a great culture, and you’ll be amazed by the results.