What is an employee value proposition and why is having one especially important for cyber security talent acquisition? Find out how to implement this effectively in court guide
As cyber threats escalate in complexity and frequency, the financial toll on the global economy is staggering. According to Statista, the global cost of cyber crime is expected to surpass $10 trillion (£7.34 trillion) in 2025 and continue soaring to $13.82 trillion by 2028. This surge underscores the critical need for skilled cyber security professionals to defend against increasingly sophisticated attacks.
However, the talent pool is insufficient to meet this demand. Research by training organisation (ISC)2, for example, estimates that as of 2024, there were 4.8 million more vacancies in the sector than there were qualified professionals to fill them – a 19 per cent increase from the previous year. Skills gaps were particularly prevalent in areas like artificial intelligence, cloud security and zero trust implementation – all of which are essential in dealing with modern threats.
Government figures suggest that despite the addition of approximately 8,100 individuals to the cyber security workforce in 2023, there remains a shortfall of around 3,500 professionals in the UK, with around half of firms (44 per cent) having skills gaps in basic technical areas.
In this competitive landscape, organisations must distinguish themselves to attract and retain the best professionals. Developing a compelling employee value proposition (EVP) is one way to do this as part of a wider talent acquisition strategy, as it helps showcase a firm’s unique offerings, culture and values, thereby enhancing its appeal to prospective cyber security professionals.
An EVP describes the unique set of benefits and experiences an organisation promises to provide in return for the talent, skills and loyalty of its employees. Importantly, this goes far beyond offering a competitive salary. Rather, it encompasses everything that makes an employer stand out and keeps people engaged.
A strong EVP should explain what the company offers to its employees in the following areas:
By defining and communicating a compelling EVP that offers strong benefits across all these areas, organisations can attract top cyber talent and build lasting loyalty in an increasingly competitive industry.
The growing need for advanced skills and proven experience makes recruiting in the cyber security sector uniquely challenging. Many candidates receive multiple offers, which means firms often feel compelled to make attractive counteroffers in order to stand out. This not only pushes up compensation packages, but also makes it harder for organisations to secure and keep the best people.
According to (ISC)2, it takes between four and nine months to train entry-level cyber security team members, with almost half of businesses (45 per cent) spending between $1,000 and $4,999 to do this. Therefore, the risk of losing these individuals to competitors is about more than just missing out on talent – it also costs huge amounts in terms of time and financial resources.
A well-crafted EVP is therefore a vital tool to not just attract staff, but retain them. It helps organisations showcase what sets them apart beyond just pay, whether that is a culture of trust and innovation, clear career progression, or opportunities to work on meaningful, cutting-edge projects.
Cyber security professionals increasingly value flexible work arrangements, ongoing upskilling and benefit packages that support wellbeing and financial security. Employers must understand and address these expectations or risk losing talent to competitors who do.
A compelling EVP, embedded within a clear talent acquisition strategy that does not end once a contract is signed, not only attracts top cyber talent but also builds loyalty and engagement. This reduces turnover and helps prevent the all-too-common scenario of promising new hires leaving after a short tenure. Focusing on a strong EVP as a key pillar of your recruitment methods is an investment in a stable, skilled cyber security workforce for the long term.
Creating an EVP that attracts and keeps top cyber security professionals takes thoughtful planning and genuine commitment. Here are five proven best practices to help employers build and maintain a strong EVP.
1. Understand your talent: Start by listening to your current employees. Use surveys, interviews, or focus groups to find out what they value most in their roles. Knowing what motivates cyber security professionals, such as challenging work or access to training, helps you craft an EVP that resonates.
2. Align with company purpose and culture: Your EVP should reflect what your organisation stands for. In cyber security, this might mean highlighting your mission to protect people and data. Emphasise an inclusive, supportive culture where innovation and trust are valued. EVPs become more authentic and believable when it’s clear they align with the business’ wider goals.
3. Be honest and realistic: Avoid making promises you can’t keep. Misleading claims can harm your reputation and lead to quick departures. Use genuine examples and employee stories to show what working in your company is really like. An honest EVP attracts the right candidates and builds trust from the start.
4. Communicate consistently: Make sure your EVP appears clearly across all recruitment channels, including job ads, your careers page and social media. HR managers should be fully aware of what it contains so they can explain it well during interviews. Consistent messaging helps candidates understand what to expect and ensures everyone involved in the hiring process shares the same story.
5. Review and refresh regularly: The needs and expectations of cyber security professionals evolve quickly. Review your EVP regularly to make sure it stays relevant. To do this, ask for employee feedback, watch industry trends and adjust where needed. Keeping your EVP up to date ensures it remains competitive and attractive over time.
In a sector where skilled professionals are in short supply and high demand, a clear and authentic EVP is not just nice to have – it is a key pillar of a successful cyber security talent acquisition strategy. Investing time and resources to understand, define and promote your EVP will pay off through stronger candidate attraction, better retention and a workforce that feels valued and motivated to stay. Organisations that take their EVP seriously today will be far better equipped to face tomorrow’s ever-growing cyber threats with a stable, skilled and committed team.
© 2016 - 2024 CyberSecurityJobsite.com
