MIND THE GAP

The phrase “cyber skills gap” is often used to describe a shortage of cyber security professionals, but for many people and organisations the challenge is more nuanced than that. It is not simply about finding more people or obtaining more qualifications. It is about understanding what capability exists today, what capability is needed tomorrow and how to close the gap between the two.

Whether you are an individual looking to progress your career or an employer seeking greater confidence in your workforce, the starting point is much the same: understanding competence.

For individuals, this often begins with asking a simple but important question: “How do I know whether I am ready for the next step in my career?” The cyber security profession evolves rapidly, and it is easy to focus on what you do not know rather than recognising the expertise you have already developed. Many professionals underestimate their capability because they compare themselves with specialists who have spent years building expertise in a particular area.

Employers face a similar challenge. Job titles, qualifications and years of experience can provide useful indicators, but they do not always tell the full story. Two people with similar backgrounds may perform very differently when faced with a real-world cyber incident, difficult risk decision or complex technical problem. As a result, organisations are increasingly looking beyond qualifications alone and focusing on demonstrable competence.

This is why both individuals and employers benefit from taking a structured approach to capability. For professionals, that might mean reviewing current skills against the requirements of a desired role, identifying areas for development and creating a realistic development plan. For organisations, it means understanding where critical cyber responsibilities sit, assessing whether sufficient capability exists and identifying areas where additional development may be required.

Training is often seen as the obvious solution, but capability is rarely improved through training alone. A course may provide valuable knowledge, but knowledge only becomes competence when it is applied in practice. Professionals should look for opportunities to use new skills in real-world situations, whether through workplace projects, voluntary activities, technical exercises or mentoring opportunities. Employers can support this by creating environments where people are encouraged to expand their experience and take on new challenges.

Assessment also has an important role to play. Individuals often struggle to judge their own capability objectively, while organisations may rely on assumptions about the strengths and weaknesses of their workforce. Assessment helps replace assumptions with evidence, providing a clearer picture of current capability and future development needs.

For those looking to progress their career, understanding professional standards can be particularly valuable. Standards provide an objective benchmark against which competence can be measured and developed. They help individuals understand what good looks like at different stages of a career and support more informed decisions about training, experience and professional development. For employers, professional standards create greater consistency and assurance when making recruitment, development and progression decisions.

Perhaps the most important lesson is that closing a skills gap is not a one-time exercise. Cyber security changes constantly, and both professionals and organisations need to adapt accordingly. New technologies, evolving threats and changing business requirements mean that learning and development must become part of everyday professional practice rather than an occasional activity.

The individuals who make the greatest career progress are rarely those who chase every new certification or attempt to become experts in every aspect of cyber security. More often, they are the people who understand their strengths, identify areas for improvement and commit to continuous professional development. Similarly, the organisations that build the strongest cyber capability are not always those with the largest security teams, but those that take a structured and evidence-based approach to developing their people.

Ultimately, closing a cyber skills gap is about building confidence. Individuals need confidence that they can perform effectively and progress professionally. Employers need confidence that their workforce possesses the capability required to protect systems, information and services. Competence, assessment, professional development and recognised standards all play a part in achieving that goal.

By taking a considered and structured approach, both professionals and organisations can move beyond assumptions about skills and focus instead on building demonstrable capability that supports long-term success.