Full Employment: Good Or Bad News For The Information Security Profession? John Colley, CISSP Managing Director, EMEA (ISC) 2
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1 Full Employment: Good Or Bad News For The Information Security Profession? John Colley, CISSP Managing Director, EMEA (ISC) 2 Session ID: PROF-106 Session Classification: General Interest
2 Agenda What do we mean by full employment? Workforce dynamics Workforce trends Effects of full employment How all this has come about Today's problems Summary 2
3 Background -(ISC) 2 Support security professionals throughout their careers Established in 1989 Not for profit consortium of information security industry leaders Non- Executive Board of Directors Top information security leaders worldwide Global standard for information security (ISC)² CBK, a compendium of information security topics Offered the first information technology-related credentials to be accredited to ANSI/ISO/IEC Standard Membership of over 85,000 certified professionals; over 135 countries Foundation: Industry research; scholarships; Safe and Secure Online programme for school children 3
4 Background - Research sources (ISC) 2 Global Information Security Workforce study Five previous studies 2004, 2005, 2006, 2008, Study currently being undertaken 2004, surveys conducted by IDG 2008, 2010 & 2012 conducted by Frost and Sullivan Last survey (2010) was largest ever with 10,413 respondents (ISC) Career Impact Survey Second biannual survey (ISC) 2 members polled 2,250 responses 4
5 Demographics How many of you would consider yourselves information security professionals? How many of you are currently employed or are on contract? How many of you are looking for a new position? How many of you are recruiting staff at present? 5
6 Full employment Good news? Bad news? Paradoxically both are right 6
7 What do we mean by full employment? Unemployment = 0% - Tobin Unemployment < 3% - Beveridge Unemployment between 2% and 13% - Others 7
8 Workforce mapping Unemployed workforce Unfilled Vacancies Workforce Employed Infosec jobs 8
9 Employability Qualified Has ability and competence Relevant Has relevant skills, knowledge and experience Suitable Qualifications and relevance are appropriate for the task in hand Proviso Could be taught to be suitable 9
10 Growth in Information Security Workforce Millions Prev. Estimate (ISC) 2 Global Workforce Surveys ) IDG Frost & Sullivan 10
11 Growth in Information Security Workforce % % % Millions % 8.50% 7.80% 10% 13.20% 10.00% 8.00% 6.00% 4.00% % CAGR Prev. Estimate 0.00% (ISC) 2 Global Workforce Surveys ) IDG Frost & Sullivan 11
12 Growth in Information Security Workforce % % Millions % % 7.80% % % 12.00% 10.00% 8.00% 6.00% 4.00% % CAGR Current Prev. Estimate 0.00% (ISC) 2 Global Workforce Surveys ) IDG Frost & Sullivan 12
13 Important figure (2011) Survey Frost & Sullivan estimates the number of information security professionals worldwide in 2010 to have been approximately 2.28 million. This figure is expected to increase to almost 4.24 million by 2015, displaying a Compound Annual Growth Rate (CAGR) of 13.2 percent from 2010 to 2015 (see Table 1 below). (ISC) 2 Global Workforce Survey
14 Conclusion The demand for information security personnel has been increasing over the past 7 years The demand for information security personnel will continue to increase It is possible that the number of people will almost double between 2010 and
15 Are you currently employed? 96.30% No 0% 20% 40% 60% 80% 100% Were you unemployed at any point this year? 92.80% Yes 0% 20% 40% 60% 80% 100% (ISC) 2 Career Impact Survey
16 For which reasons are you not currently employed? Laid off 50% Retired Left previous job for personal reasons 21.30% 17.50% Recently relocated 8.80% Pursuing higher education 2.50% 0.00% 20.00% 40.00% 60.00% (ISC) 2 Career Impact Survey
17 Conclusion - 2 Information security is almost at full employment (unemployment < 4%) 17
18 Full employment is good news Better opportunities for advancement and better jobs 18
19 Did you change jobs this past year? 70.00% 64.70% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% 19.40% 12.60% 3.30% (ISC) 2 Career Impact Survey 2012 Yes, job title change and company change Yes, job title change only (same company) Yes, company change only (same job title) No 19
20 Why did you change jobs this year? Advancement Opportunity 53% Downsizing/Restructuring Personal Preference Contractor Pursued Higher Education 18% 16.90% 10.70% 1.40% 0.00% 20.00% 40.00% 60.00% (ISC) 2 Career Impact Survey
21 Full employment is good news Better opportunities for advancement and better jobs Better chance of salary increase 21
22 Did you receive a salary increase, including benefits and incentives, in 2011? 45.00% 40.00% 35.00% 30.00% 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% (ISC) 2 Career Impact Survey % 13.90% 13.70% Yes - 0-5% Yes % Yes - 10% or higher 24.50% No - No change in salary or benefits 7.70% No - Salary and/or benefits cut 22
23 How has this come about? 23
24 Visibility Hype curves (after Gartner) Peak of inflated Expectations Plateau of Productivity Slope of Enlightenment Trough of Disillusionment Trigger Time 24
25 Evolution of IT Sinclair ZX Spectrum Colossus Bletchley Park First computers using Integrated circuits IBM PC Transistors invented Worldwide Web IBM 360/ICT
26 Evolution of IT workforce Sinclair ZX Spectrum Colossus Bletchley Park First computers using Integrated circuits IBM PC Transistors invented The Settlers Worldwide Web The Pioneers IBM 360/ICT 1900 The Commoditisers
27 The IT workforce Pioneers worked at the bleeding edge Generally worked in specialist units in universities, military establishments and research centres Settlers - Consolidated the industry Created a profession Created career paths Established job requirements Enjoyed high salaries Enjoyed full employment Commoditisers Got on the bandwagon Attracted by high salaries Attracted by job security Not always well equipped to do the job Salary expectations not always met as supply exceeds demand Job security not always as expected as a result of over supply 28
28 Visibility Evolution of IT workforce Pioneers Settlers Commoditisers Time 29
29 The economic circle Shortage of resources People leave the industry Salaries rise Salaries stagnate This seen as an opportunity Surfeit of resources People enter industry 30
30 What is happening to Information Security? 32
31 Visibility Where are we now? Time 33
32 The information security circle Shortage of resources People leave the industry Salaries rise Salaries stagnate This seen as an opportunity Surfeit of resources People want to enter industry 34
33 Catch 22 35
34 The other side of the equation The hiring manager 36
35 Are you a security manager or executive with hiring responsibilities? 80.00% 70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% 26.10% Yes 73.90% No (ISC) 2 Career Impact Survey
36 When filling an information security position within your organization, what is the average time it takes to find and hire the right candidate? 50.00% 45.00% 40.00% 35.00% 30.00% 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% 7.50% Less than 1 month 43.60% 36.40% 12.50% 1-3 months 3-6 months 6 or more months (ISC) 2 Career Impact Survey
37 Are you looking to hire any additional permanent or contract information security staff in the coming year? 40.00% 35.00% 30.00% 25.00% 20.00% 15.00% 10.00% 5.00% 0.00% 28.70% Yes - Permanent employees only 9.70% Yes - Contract employees only 23.70% Yes - Both permanent and contract employees 37.90% No (ISC) 2 Career Impact Survey
38 If yes, how many are you looking to hire? 70.00% 60.00% 61.60% 50.00% 40.00% 30.00% 20.00% 10.00% 22.20% 8.80% 7.40% 0.00% (ISC) 2 Career Impact Survey
39 How difficult has it been to find the right candidate(s)? 60.00% 50.00% 50.20% 40.00% 30.00% 29.10% 20.00% 14.60% 10.00% 6.10% 0.00% Very difficult Somewhat difficult Not difficult at all Haven't begun the search yet (ISC) 2 Career Impact Survey
40 What are the most important factors in your hiring decisions? An understanding of information security concepts Technical skills Directly related experience Good presentation and communication skills An understanding of business concepts 80.60% 75.80% 71.70% 61.40% 51.90% A university degree Possess an information security credential Appreciation of emerging technologies 37.20% 32.20% 38.20% (ISC) 2 Career Impact Survey
41 What areas are most challenging in the hiring process? Finding the candidate with the right skills 60.9% 31.9% 2.6% Finding the candidate with the right amount of experience 52.1% 39.0% 4.2% Meeting salary expectations 25.0% 48.5% 19.3% Finding a candidate in my geographical area 26.0% 35.6% 30.4% Finding the candidate with the right certification(s) 18.0% 43.3% 27.5% Finding a candidate in my sector 15.9% 37.7% 31.9% Finding a candidate who's willing to commit long-term 14.4% 36.2% 37.9% Reviewing the number of applications received for the position 10.7% 36.6% 44.4% Finding a candidate willing to withstand the lengthy hiring process 15.0% 31.1% 41.0% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% (ISC) 2 Career Impact Survey 2012 Very challenging Somewhat challenging Not challenging N/A 43
42 Conclusion - 3 It s not easy to get the right people Skills, experience and salary expectations are the main inhibitors 44
43 Full employment is bad news Bad for economy Causes inflationary spiral Increase salary Increase prices Bad for employers Difficulty recruiting staff Difficult meeting salary expectations Difficult balancing budget Bad for employees Staff shortages inhibits progress Business as usual work has to be done by existing staff Extra workload/stress on short staff team 45
44 What constitutes a healthy job market? Supply of well qualified candidates Adaptable workforce New talent entering market Skills keeping pace with changes in technology Opportunities for advancement and new experiences Reasonable rate of churn 46
45 New Entrants Movers and Shakers Job market Leavers Retirees 47
46 The sausage machine is not working Very difficult to attract new entrants New entrants have difficulty getting experience 48
47 Deja vu 49
48 The problem Employers Buy in experience Rather than develop talent Information Security as a career option Poor recognition Limiting supply of interested, if not yet qualified candidates 50
49 The solution? Boost interest Show that Infosec is an interesting career choice Show potential candidates that its not all about IT There is a huge difference between: Understanding technology Understanding the impact that technology can have Strategic thinking and management instincts rather than deep technical knowledge. Support to develop interest 51
50 What are we doing? Encouraging people to consider Infosec as a career choice Cybersecurity challenge University initiatives Setting up programmes to give new entrants appropriate experience and mentoring Major consultancies getting better at this Providing support for new entrants in the field Networking groups for new people Chapters NetSec 52
51 Summing up Workforce likely to double in the five year horizon Demand has consistently increased over past 7 years Unemployment less than 4% Need to improve health of job market by encouraging new entrants Need to have schemes to support new entrants 53
52 Curates egg good in parts The good Higher salaries Year on year salary increases Opportunities for advancement outside current employer Good employment security The bad Macro Overall bad for economy Difficulty recruiting Difficult meeting salary expectations Individual Potential extra workload and stress Can inhibit career progress 54
53 After the conference Think about how all this affects you Think about what you might want to do about it Do it! 55
54 Questions? 56
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