How to evaluate cybersecurity talents? White Paper Release Evaluation in Fuzhou | Talents | Fuzhou

Yu Nenghai, Vice Chairman of the Teaching Guidance Committee for Cyberspace Security in Higher Education Institutions of the Ministry of Education and Executive Dean of the School of Cybersecurity at the University of Science and Technology of China, released a white paper on site. Xinhua News Agency

On September 13th, Fuzhou, Xinhua News Agency reported that the first white paper in China focusing on the evaluation of cybersecurity talents, the "White Paper on the Practical Ability of Cybersecurity Talents - Talent Evaluation", was released in Fuzhou. The white paper shows that both employers and universities face many challenges in evaluating cybersecurity talents, with over 30% of employers facing resource and energy limitations in cybersecurity talent evaluation.

As the second chapter of the White Paper on the Practical Ability of Cybersecurity Talents, this white paper focuses on the evaluation of cybersecurity talents, guided by the Discipline Evaluation Group of the Academic Degrees Committee of the State Council and the Teaching Guidance Committee of the Cyberspace Security Major of Higher Education Institutions of the Ministry of Education. Multiple units including Beihang University and University of Science and Technology of China participated in the compilation. The white paper is based on a questionnaire survey of 2243 frontline cybersecurity practitioners, students in cybersecurity related majors, and teaching teachers, as well as 22530 cybersecurity competition drills and assessment data. From the perspectives of both employers and universities, it outlines the needs and current situation of cybersecurity talent evaluation.

In terms of the demand side of talent evaluation, the white paper shows that the network security talent focus effect is obvious, and provinces and cities with strong economic support demonstrate strong talent attraction. Beijing has the highest proportion, reaching 10.9%, while Guangdong, Shanghai, and Zhejiang respectively account for 10.7%, 5.6%, and 5.2%.

The investment of energy in network security talent evaluation work. Xinhua News Agency

Annual budget situation of network security talent evaluation for employers. Xinhua News Agency

From the perspective of evaluation progress, 37% of employers invest 5% or less of their energy in network security talent evaluation work; 32% of employers have no budget in evaluating cybersecurity talents; At the same time, the lack of evaluation and incentive systems, as well as the slow implementation of salary increases/promotions, have also become shortcomings in the network security industry. Employers urgently need to strengthen their emphasis on the evaluation of network security talents. Meanwhile, due to the lack of a unified network security talent evaluation system and the inability to find scientifically effective talent evaluation methods, employers have also exposed various problems in the evaluation practice.

In terms of talent supply, the white paper points out that undergraduate and higher education institutions are the main force in cultivating cybersecurity talents, cultivating 90% of the new forces in cybersecurity. Network security competition drills have become one of the most effective ways for universities to evaluate the practical capabilities of network security talents.

In cybersecurity competitions, the proportion of awards associated with academic awards. Xinhua News Agency

Although major universities have done a lot of work in promoting practical teaching of network security, due to the late start of the network security industry, as an interdisciplinary and complex discipline, universities generally face challenges such as high theoretical course pressure and limited practical teaching environment. The network talent evaluation system of universities has also exposed many problems, limiting the accuracy and guidance of talent evaluation. The evaluation dimension is single, lacks practical ability evaluation, the reward mechanism is incomplete, and the proportion of academic performance is too high, which is more obvious.

Establishing a proprietary network security talent practical ability evaluation system is a common call for universities and employers. Data shows that 82% of universities and 64% of employers respectively hope to establish a unique evaluation system for the practical ability of cybersecurity talents.

Based on research results and the practical accumulation of editorial experts in talent evaluation, the white paper proposes the ASK-P three-dimensional structural model for evaluating the practical capabilities of cybersecurity talents. In terms of job maintenance, it is divided into five categories based on differences in work tasks: network security management, network security construction, network security operation, network security audit and evaluation, and network security research and education; In terms of content, according to the requirements of comprehensive talent evaluation, it is divided into four aspects: awareness, skills, knowledge, and practice; In terms of hierarchy, it is divided into three levels based on differences in talent abilities and levels: junior, junior, and senior. The spatial surface of each dimension also includes job description, job requirements, job hierarchy, evaluation indicators, effective evaluation methods, etc.

Moreover, considering the practicality and ease of operation of the network security talent evaluation system, as well as the actual situation of different types of positions, the white paper proposes the concept of "three levels and nine layers". It is suggested that when conducting evaluation work, each level should be further subdivided into two or three layers based on the three levels, in order to help network security talents follow the map and find the correct career development path; Assist various units in accurately distinguishing the abilities and qualities of cybersecurity talents, conduct scientific evaluations of cybersecurity talents, and build a talent pyramid with top-notch, strong, and solid foundations.