The cyber security jobs that are in-demand

As companies embrace workplace technologies to thrive, they must have skilled security teams to protect against cyber-crime. Chris Adcock, Managing Director – Reed Technology, looks at some of the most sought-after cyber vacancies.

3 mins read
Getty Images 1451457152

6 months ago

In an era of increasingly sophisticated cyber-attacks, it requires a highly skilled team to effectively counteract them.

Research from the University of Gloucestershire has revealed that companies across the globe are facing digital risks as a result of the pandemic and the adoption of hybrid/remote work models.

In 2021, there was some variance in the attack types used when breaching organisations, according to AGG. In the Middle East and Africa, the main attack type observed was server access, making up 18% of attacks.

Cyber-crimes continue to grow from the following types of attacks:

Phishing – these attacks aim to trick, pressure or manipulate people into sending information or payment. This is the most common cyber threat facing businesses and individuals.

Malware – an unapproved software that gains computer access to disrupt or damage systems. These attacks were up 358% compared with 2019.

Ransomware - a malicious software that locks systems or network access until a payment is made.

Unfortunately, ransomware is the main attack type, around 26% of attacks in Europe. It means it’s even more important to protect your business. The increasing advancements in technology have created a significant need for professionals with expertise in cyber security.

So, which roles are in greatest demand in the cyber security sphere?

Cyber security trainee

The role of cyber security trainees involves performing crucial tasks related to technology and data security. These tasks include organizing digital resources, evaluating the company's IT policies, and researching new security strategies to enhance existing systems.

By offering this role, businesses can empower teams to identify and address cyber security risks within the organization.

Cyber security engineer

Cyber security engineers create and implement secure network solutions to protect against cyber threats and hacking risks. In larger organizations, they typically assume technical-focused positions, handling sensitive data regularly.

When hiring for this role, ensure candidates have industry knowledge in corporate systems, technical systems, and data security. This knowledge will assist in managing competing demands effectively.

Cyber intelligence analyst

This position focus on finding weaknesses in IT networks, using digital tools to collect information and evidence, and analysing possible threats to critical security systems. Additionally, it involves generating threat assessment reports and providing recommendations for the company to address these risks.

When evaluating candidates for this role, important qualifications to consider include CREST Registered Threat Intelligence Analyst and GIAC Cyber Threat Intelligence (GCTI).

Penetration tester

Penetration testers, also called ethical hackers, use the same tools and techniques as malicious hackers who carry out software attacks. However, penetration testers have explicit permission from system owners to conduct their tests. Their objective is to assist organizations in enhancing security by identifying and resolving vulnerabilities, thereby minimizing the risk of an attack.

When hiring a penetration tester, look for candidates with a relevant degree or strong knowledge of computer operating systems. Also, consider candidates who have experience in an information security role.

Security analyst

A security analyst is responsible for overseeing the security of company systems, detecting and investigating any unauthorized or illegal activities or attacks. They analyse and improve security measures, review security products, and use advanced analytics to identify potential threats and vulnerabilities for a company.

Network engineer

Network engineers have the responsibility of creating, setting up, and managing an organisation's digital communication network. Their tasks include establishing wireless networks, devising digital communication methods, and enhancing cyber security measures.

Network engineers are crucial in companies that use computers, data, or digital information.

Cyber security consultant

Cyber security consultants evaluate security issues, assess the risks and implement solutions to defend companies' networks and computer systems against threats. Simplified: They analyse security systems and adapt protection to changing IT environments.

Make sure you’re offering competitive salaries to secure the talent you desire.

Security architect

A security architect is responsible for designing and implementing security measures for systems or services, as well as maintaining documentation related to security. They also develop complex architecture patterns and security strategies for new technologies to safeguard data.

Security architects have to keep leadership teams informed about ongoing projects and update them on progress and challenges.

Cyber security manager

Cyber security managers are responsible for overseeing the flow of information in and out of an organisation's information network. Their responsibility is to oversee network operations and handle the infrastructure supporting them. Their role is crucial in ensuring the security of company data and software.

Are you looking to grow your IT team? Contact one of our technology recruitment experts today.​

You may also be interested in these...

Employee monitoring: a guide to best practices
1 mins read

Employee monitoring: a guide to best practices

Employee monitoring can help ensure productivity and accountability among employees, as managers can track their work progress and identify areas where improvement is needed. Monitoring enhances data security by detecting and preventing unauthorised access or data breaches and additionally, it enables you to adhere to regulatory and compliance requirements, reducing legal risks. 

The key thing to remember is that workplace surveillance is perfectly acceptable, as long as you can legally justify your reasons, and it is always better to be ‘overt’, not ‘covert’.  

A report shows that despite normality returning to working life post-pandemic, demand for employee surveillance software is 49% above 2019 levels. 

Our eBook, ‘Employee monitoring: a guide to best practices’, provides insight from top experts in the field including:    

Keith Rosser, Director of Group Risk and Reed Screening, Reed 

Hayfa Mohdzaini, Senior Research Adviser, CIPD

 By downloading this eBook, you will discover:   

  • What employee monitoring is 

  • Whether it's needed for your business

  • Considerations for introducing workplace monitoring  

  • The benefits and drawbacks  

  • Potential impact of surveillance on the workforce 

  • Your duties as a responsible employer 

“Monitoring software that employees see as intrusive and unnecessary is more likely to erode mutual trust in the employment relationship. Employers need to show how using monitoring software can benefit employees, while respecting their privacy.” -Hayfa Mohdzaini, Senior Research Adviser, CIPD.

Workplace monitoring: guidance for your organisation
2 mins read
  1. Article

Workplace monitoring: guidance for your organisation

​In the past, workplace monitoring was relatively simplistic: employers relied on visual supervision and basic timekeeping systems, and the concept of privacy was limited.

Fast forward to the digital age. Employee monitoring has reached new levels of sophistication and become common practice for employers seeking to boost productivity, enhance security, and ensure compliance with regulations.

Improved productivity and deeper insights

With the advancement of technology, including GPS tracking, computer monitoring software, and biometric identification systems, surveillance can provide employers with detailed insights into employee activities and performance.

One of the key benefits of employee monitoring is the ability to track and improve productivity levels. By monitoring employees' activities, employers can identify inefficiencies, analyse workflow processes, and provide targeted feedback to enhance performance. This data-driven approach allows companies to optimise their operations, allocate resources effectively, and ultimately improve their bottom line.

Monitoring can also help employers identify and address issues such as time theft, excessive breaks, and unauthorised activities in the workplace. With real-time monitoring tools, employers can detect irregularities and take corrective actions promptly, therefore improving accountability and integrity among employees.

Employee monitoring can also aid in compliance with regulations and industry standards. By keeping a close eye on electronic communications, websites visited, and files accessed, employers can ensure that employees adhere to data protection laws, maintain confidentiality, and comply with company policies. This proactive approach minimises the risk of data breaches and security incidents and also protects the company from potential legal liabilities.

Balancing surveillance and ethics

Despite the clear advantages of employee monitoring, it is crucial for organisations to approach this practice with sensitivity and respect for staff privacy. As a matter of course, employers should establish clear policies regarding monitoring practices, communicate openly with employees about the purpose and scope of monitoring, and ensure transparency in the use of monitoring tools.

Prioritise the protection of sensitive employee data by implementing robust security measures, restricting access to monitoring data, and complying with data protection regulations such as GDPR. These considerations can ease employees’ minds about any surveillance and even instil appreciation for such measures. After all, workplace security is in everyone’s best interests.

Download our best practice guide to employee monitoring

Our eBook, ‘Employee monitoring: a guide to best practices’ provides insight into how employers might best integrate employee monitoring into their organisation, and considerations for what the impact may be on employees. With opinion from thought leaders, it addresses everything from pre-employment checks to the tracking tech that might be right your organisation.

Looking to hire top talent for your organisation or to find your next dream role? Get in touch with one of our specialist consultants today.

Temporary vs permanent teaching roles: which is best for you?
4 mins read
  1. Article

Temporary vs permanent teaching roles: which is best for you?

​Whether you’re just starting out on your teaching career or considering your options midway through, both temporary and permanent teaching roles have much to offer in terms of personal and professional development. The deciding factor for many is often concerned with the impact an individual hopes to make in their career – whether they see a long future at a particular school or are drawn to the rich experiences that may lie in a series of temporary or supply teaching roles at different schools.  

Temporary teaching roles: flexibility and exploration 

Temporary teaching roles offer educators flexibility and variety in their careers. Whether it be covering maternity leave, sabbaticals, or filling short-term vacancies, these roles provide opportunities to gain diverse experiences across different schools, age groups, and subjects. For those craving new challenges and exposure to various teaching methodologies, temporary teaching, cover teaching or supply teaching positions – just some of terms by which short-term teaching goes by – can be immensely rewarding. 

Temporary (or temp) roles enable teachers to test the waters before committing to a long-term position. They offer a glimpse into different school cultures, leadership styles, and student demographics, allowing educators to discern their preferences and strengths. This exploratory phase can be invaluable for early-career teachers seeking to refine their teaching approach and identify their niche within the education sector. 

It may even be said that everyone should try supply teaching at some point in their teaching career. Such roles can strengthen resilience and help teachers adapt to diverse environments, navigate unexpected challenges, and quickly establish a rapport with students and colleagues. These experiences enrich professional skill sets and cultivate a broader perspective on education. 

However, temp roles come with some uncertainties, such as job insecurity and lack of long-term stability. While it is highly unlikely in the current climate – unless you are inflexible when it comes to your working location – teachers may face periods of unemployment between assignments, necessitating financial planning and resilience to withstand potential gaps in income. The transient nature of temporary roles can impede the establishment of deep-rooted connections within school communities, potentially affecting professional networking and career advancement opportunities, unless working with a reputable teaching recruiter 

Permanent teaching roles: stability and long-term impact 

In contrast, permanent teaching roles offer greater stability and security, providing educators with the assurance of ongoing employment and consistent income. For individuals seeking to establish roots within a school community, build lasting relationships with students and colleagues, and contribute to long-term educational initiatives, permanent positions are conducive to professional growth. 

Permanent (or perm) roles afford teachers the opportunity to make a sustained impact on students’ lives, offering continuity and consistency in their educational journey. By immersing themselves in a specific school culture and curriculum, educators can develop deep connections with students and take on mentorship opportunities and leadership roles that contribute to the school community. 

Permanent roles often provide access to comprehensive benefits packages, including healthcare, pension schemes, and professional development opportunities. These perks enhance job satisfaction and overall wellbeing, helping teachers feel valued and supported. A permanent contract often makes it easier for teachers to access opportunities for career progression and development. 

However, commitment to a permanent teaching role entails a long-term investment in a specific school or institution, therefore factors such as school ethos, leadership vision, and career prospects should be considered before committing to a permanent position. Conversely, such roles may limit opportunities for professional exploration and diversification, potentially stifling creativity and innovation in teaching practices. 

Deciding what's best for you: priorities and nice-to-haves 

Ultimately, the decision between temporary and permanent teaching roles hinges on individual priorities, aspirations, and circumstances. Here’s how to guide your decision-making process: 

Reflect on your career goals:

Take time to assess your long-term career aspirations, values, and priorities. Consider whether you prioritise stability and continuity or crave variety and exploration in your professional journey. 

Evaluate your personal circumstances:

Consider factors such as financial obligations, family commitments, and lifestyle preferences when weighing the pros and cons of supply and permanent roles. Could you cope with long commutes for example, or be ready to move time and again? Determine how each option aligns with your personal circumstances and desired work-life balance.  

Seek mentorship and advice:

Reach out to experienced educators, mentors, and career advisors for guidance and insights. Their perspectives can offer valuable guidance when it comes to the nuances of temporary and permanent teaching roles and help you make an informed decision. 

Flexibility and adaptability:

Remain open to new opportunities and embrace the flexibility inherent in both temporary and permanent roles. Your career journey may evolve over time, and being adaptable to change is essential for growth and fulfilment. 

Choosing between temporary and permanent teaching roles is a deeply personal decision that is best decided by evaluating professional aspirations and personal circumstances. While teachers all have the same goal in educating and inspiring the next generation, the way they achieve this may be through various routes – making a difference to the lives of many in one or more schools. 

Looking for your next teaching role? Get in touch with our specialist education recruiters today for temporary and permanent teaching opportunities.