Addressing the Cyber Skills Gap: Retention & Recruitment Secrets from Higher Education
As the digital threat landscape grows more sophisticated, organizations across all sectors are working tirelessly to recruit — and just as importantly, retain — skilled cyber talent. For colleges and universities, the stakes are especially high. These institutions not only protect sensitive research and personal data but also serve as training grounds for the next generation of cyber professionals.
Higher education cyber turnover rates have recently plateaued, with two-thirds of professionals staying in their roles over the past year, driven by strong benefits packages and a sense of shared mission amongst teams. While this stability is cyclical, especially as employment trends shift and cybersecurity tools mature, institutions are working to ensure the retention and recruitment of top cyber talent by continually investing in professional development, fostering collaborative work environments, and equipping teams with the latest tools available to protect and defend against threats.
As the broader cyber skills gap grows across sectors, colleges and universities are pioneering creative, intentional strategies that go beyond compensation to stave off increased cyber attrition — and industry has the opportunity to follow suit.
Why Higher Education Has a Retention Edge
One of higher education's most underappreciated advantages is its robust benefits packages. While the private sector often lures candidates with larger paychecks, colleges and universities typically offer more affordable health insurance, strong retirement plans, and greater job security. For many, these benefits counterbalance any pay gap, particularly for mid-career professionals with families and long-term financial goals.
Beyond benefits, the structure of higher education cyber teams offers unique retention strengths. Teams are often smaller and more tightly knit than their counterparts in large corporations. This fosters a sense of community, shared mission, and personal investment in the institution's success.
In fact, many cybersecurity staff are "homegrown," with employees starting as student workers or interns, then progressing to full-time roles. This organic pipeline builds deep institutional loyalty. These professionals aren't just employees; they're community members who understand the campus community and care about its future.
Perhaps most importantly, higher education offers a sense of mission that resonates with many cybersecurity professionals. Protecting a university or college means safeguarding research breakthroughs, supporting student success, and enabling the free exchange of ideas. This connection to a larger purpose distinguishes higher education from other sectors where the bottom line is often the primary motivator. Opportunities for meaningful work, regular recognition, and daily reminders of impact help to further foster a sense of belonging and commitment.
Practical Strategies for Recruiting & Retaining Cyber Talent
As the cybersecurity skills gap continues to evolve, higher education offers a number of best practices to successfully recruit and retain talent.
Skills-Based Hiring: Flexible hiring practices prioritizing experience and practical skills such as problem solving, communications, and critical thinking help broaden the talent pool. Many higher education institutions have also created pathways internally for students to enter the workforce part-time while they are still in school, providing them with the skills they need to be hired by the college or university upon graduation. While institutions still strongly value degrees, these shifting hiring practices help enable them to develop teams that can keep pace with the evolving threat environment.
Upskilling Existing Teams: Professional growth is a top priority for cybersecurity staff, and higher education is rising to meet this demand. Many institutions partner with vendors, original equipment manufacturers (OEMs), and philanthropic organizations to offer access to industry-standard tools, certification programs, and even free or reduced-cost degree offerings to supplement internal efforts. Teams are also encouraged to participate in broader cybersecurity communities to help stay connected to industry trends and best practices. These partnerships keep employees engaged, challenged, and invested in their roles.
Investing in AI & Automation: With small or understaffed teams a common reality, institutions are increasingly investing in tools with AI and automation capabilities. These tools help alleviate burnout, improve work-life balance, and free staff to focus on higher-level, strategic tasks, all while keeping the work interesting and relevant. Transparency about the evolving nature of cyber work in addition to strong commitment to keeping employees at the forefront of technological change also reduce the temptation to leave for employers outside of higher education.
Higher education's approach to cyber talent retention is a masterclass in people-first strategy. Benefits and the sense of mission amongst teams lay the foundation, while investments in professional growth, industry partnerships, and cutting-edge tools build a resilient, loyal workforce. In a time when cyber risks grow and the talent to mitigate them is in high demand, the organizations that succeed won't be those that simply pay the most — they'll be those that offer a place where people want to stay, grow, and make a difference.