The Skills Gap Paradox in Cybersecurity
Cybersecurity is one of the fastest-growing industries, with constant talk about the skills gap and the urgent need for talent. But despite all the complaints from companies, graduates and certified professionals are struggling to land jobs. Why? Because companies want experienced workers in a field that hasn’t even been around that long. The truth is, they need to start investing in training new talent instead of waiting for the perfect, experienced candidates to fall into their laps. As my momma used to say, “Wantin’ ain’t gettin’.”
What Is the Skills Gap?
The skills gap in cybersecurity refers to the shortage of professionals who can meet the demands of modern cybersecurity roles. Employers need people who are ready to work in hands-on roles, but too many job seekers enter the market with theoretical knowledge and lack the practical skills that companies are asking for.
(ISC)²’s 2022 Cybersecurity Workforce Study highlights this need, with an estimated 3.4 million cybersecurity job openings globally. However, even with this shortage, companies remain hesitant to hire people without significant experience.
The Problem: High Demand, But No Jobs
The frustration for many job seekers—whether new graduates or career changers—is that despite earning relevant degrees or certifications like Security+ or CEH, they can’t even secure interviews. The job listings often demand practical skills and direct experience that aren't covered in traditional education programs. Certifications help prove baseline knowledge, but they aren’t enough when hands-on experience is missing.
The reality is that entry-level roles often require several years of experience, effectively barring newcomers from entering the industry, even though the demand for talent is higher than ever.
Unrealistic Entry-Level Job Expectations
One of the most frustrating parts of the skills gap paradox is the unrealistic expectations for entry-level positions. Many companies list jobs as “entry-level” while requiring 3-5 years of experience in the field. Job seekers fresh out of school or certification programs simply can’t meet these expectations, and this creates a closed loop: you need experience to get a job, but you need a job to get experience.
Companies may also list specialized tools and platforms in job descriptions, further narrowing the pool of applicants, which leads to fewer opportunities for new talent. The problem worsens when employers expect certifications like CISSP—which requires five years of relevant work experience—for roles that are supposedly entry-level.
Pay vs. Expectations: The Salary Dilemma
Even if job seekers manage to land a role, many find that the salaries offered are not reflective of the advanced skills being asked for. Many "entry-level" positions demand technical expertise but offer low pay, leaving candidates disillusioned. After investing thousands in education and certifications, professionals expect a return on their investment, but entry-level wages often don’t match the skills required.
This mismatch between pay and job expectations leads to frustration and burnout in the hiring process, and many candidates abandon their cybersecurity career hopes altogether.
The Disconnect Between Education and Industry Needs
Cybersecurity degrees and certifications provide essential theoretical knowledge, but they can’t cover the full range of hands-on experience that companies expect. Most degree programs offer a broad foundation, touching on topics like network security, ethical hacking, compliance, and risk management. However, it’s impossible to dive deeply into every tool and framework.
For example, graduates may know the basics of SIEM or EDR platforms, but lack hands-on experience with the exact tools used in specific jobs. Certifications like Security+ and GIAC Security Essentials (GSEC) validate knowledge, but without practical experience, candidates often fall short.
The Staggering Breadth of Cybersecurity Tools and Technologies
The variety of tools and technologies in cybersecurity is overwhelming. SOC Analysts, pentesters, and specialists in areas like cloud security, data privacy, and DevSecOps all use different tools. Here's just a short list of the vast array of categories in the field:
Endpoint Detection and Response (EDR)
Application Security (AppSec)
Governance, Risk, and Compliance (GRC)
Identity and Access Management (IAM)
Data Security and Data Privacy
Zero Trust Architecture
Enterprise Browsers
SBOM (Software Bill of Materials) Management
Cloud Security tools like CSPM, CNAPP, and CIEM
…and so much more!
No single person can be an expert in all of these areas. New hires should come with strong foundational knowledge and a proven ability to learn, but they need on-the-job training to truly become proficient in the company’s specific tech stack.
Solutions to the Skills Gap Paradox
a. Expand Paid Internships and Apprenticeships
Internship and apprenticeship programs offer a stepping stone for candidates who have the foundational knowledge, but need real-world experience. But, not for nothing. Pay people for their hard work and dedication. Lower wages, maybe 20% less than the entry-level position would pay, are acceptable for this short period of time (3-6 months).
b. Mentorship and Industry Collaboration
Encouraging mentorship programs that pair newcomers with experienced professionals helps bridge the knowledge gap and create strong industry connections. Industry-wide collaboration, such as partnerships between companies and educational institutions, can also help align learning outcomes with employer needs. Consider recruiting enthusiastic new talent from these programs.
c. Hands-On Bootcamps and Labs
More bootcamps and virtual labs should be developed that simulate real-world cybersecurity environments, allowing job seekers to work through practical scenarios. These experiences complement degrees and certifications, giving job candidates the practical edge they need.
Fix the System
The skills gap paradox is real, but it’s self-inflicted. Companies want ready-made experts in a field that’s relatively new, but they aren’t willing to put in the effort to train newcomers. It’s time for a reality check.
To truly close the skills gap, the industry must recognize that cybersecurity talent cannot simply be bought—it must be cultivated.
