Can Apprentices Solve the Cybersecurity Talent Shortage?
This week, we commemorate National Apprenticeship Week, a celebration emphasizing the positive impact apprenticeships have on individuals, businesses, and the broader economy. This initiative has never been more crucial, especially as a recent report from the National Audit Office reveals a significant talent shortage in cybersecurity. With one in three cybersecurity roles in government either vacant or filled by temporary staff, there’s a pressing question: can apprentices be the solution?
The Shortfall of Cyber Skills
Cybersecurity is an increasingly vital field, yet the gap between available skills and job openings is widening. Kevin Curran, an IEEE member and professor of cybersecurity at Ulster University, suggests that apprenticeships could indeed bridge this gap. He emphasizes the need for collaborative efforts among government, educational institutions, and industry leaders. “Businesses need to plan ahead by providing ample learning opportunities,” he states, stressing that the education sector should promote career prospects within the cybersecurity labor market.
A Viable Solution for the Skills Gap
Muhammad Yahya Patel, a global security evangelist and advisor at Check Point Software, echoes this sentiment. He highlights how apprenticeships present a cost-effective way for companies to introduce new talent while ensuring they receive formal training and mentorship. “By investing in apprenticeships, companies can develop their workforce in-house rather than competing for expensive, fully trained professionals,” Patel argues.
Despite the benefits, there exists an industry barrier: the trend of requiring prior experience, which often shuts out newcomers from gaining the necessary skills. “Apprenticeships solve this issue by combining formal education with real-world experience,” he explains.
Perception of Apprenticeships in Cyber
A lack of awareness at the executive level contributes to misunderstanding the potential of apprenticeships in cybersecurity. Many industry leaders still associate them with traditional trades, such as construction, instead of seeing their relevance in IT. This outdated mindset needs transformation for the sector to thrive.
Opportunities on the Rise
As opportunities grow, SC UK spoke with individuals successfully navigating this apprenticeship path. For example, Ben Dragisic, an internal systems consultant at Pentest People, sees improvements across various industries, particularly IT. One significant advantage he points out is that apprenticeships typically do not have stringent entry requirements like A-Level grades, making them accessible to those who may find traditional education challenging.
Application Process and Employer Expectations
The application process can vary but usually mirrors that of securing a standard job. According to Dragisic, once candidates secure a position with an employer, the transition to apprenticeship providers is generally seamless.
Hannah Rees, Head of Operations at Bridewell, notes that awareness of apprenticeships has increased, particularly among students. Bridewell actively collaborates with local cyber-specialized colleges to promote its Academy program, advocating for ongoing applications as the company grows.
For organizations considering offering apprenticeships, Rees emphasizes the need to design programs carefully to ensure that they have the right processes and support systems in place.
Balancing Qualifications and Experience
Dragisic points out that the importance of qualifications and certifications in cybersecurity varies by role. While entry into the field can be accessible, further advancement often necessitates obtaining relevant certifications. This highlights a dual-natured dilemma: entry-level roles might not require traditional degrees, yet climbing the career ladder usually depends on additional qualifications.
The Apprenticeship Pay Debate
One of the significant barriers for those considering apprenticeships is pay. Dragisic argues that, at a minimum, apprentices should earn the standard minimum wage. He reflects on how the choice between an apprenticeship and a degree becomes more appealing when considering the debt associated with higher education.
While some organizations pay the standard minimum wage, many larger companies tend to adhere to the lower apprenticeship rate, which may not be sustainable for many individuals.
The Importance of Fair Compensation
Rees advocates for fair compensation for apprentices, who contribute to the workforce akin to full-time employees. Bridewell’s program offers travel expenses, exam fees, and flexible work arrangements, a model she believes other companies should emulate.
Corbyn Grace, a security consultant at Pentest People, has noted that many apprenticeships fall short of offering a livable wage. Aligning apprenticeship pay with industry salary standards could enhance participation rates and open doors for those who might not afford traditional education pathways.
Creating a Sustainable Apprentice Framework
The narrative surrounding National Apprenticeship Week shines a light on existing opportunities in the cybersecurity domain. However, the true challenge lies with employers focusing on creating meaningful learning experiences that also offer competitive wages and career growth.
By nurturing a new generation of cyber professionals through structured apprenticeships, the UK stands to benefit economically and socially, cultivating a workforce equipped to meet the evolving challenges of the cybersecurity landscape.