We conducted research with cybersecurity employers to understand their hiring practices and needs.
Cyber talent demand in Canada continues to increase amidst an acute shortage of trained cybersecurity professionals. Employers are faced with the challenge of attracting, recruiting and retaining this talent to meet the growing needs of the cybersecurity sector.
To make the sector more accessible to Canadians from diverse backgrounds, the Rogers Cybersecure Catalyst launched the Accelerated Cybersecurity Training Program (ACTP) in 2020. This program is specifically designed to give women, new Canadians, and workers seeking employment the skills they need to launch a career in the cybersecurity sector.
For this employer research, the Blueprint and Catalyst teams reached out to 49 mid-to-senior professionals in 23 medium-to-large organizations with whom the ACTP team had close relationships and invited them to complete the ACTP Employment Partners Survey. Of these 23 employers, 17 completed or partially completed the survey, for a response rate of 74%.
The purpose of the main report is to share findings from what we learned from these employers. In this summary, we share the key questions addressed by this research, the high-level findings that speak to these questions and recommendations for programs like the ACTP and for cybersecurity employers to effectively address the growing gap between demand and supply of cybersecurity talent in Canada
Cyber talent demand in Canada continues to increase amidst an acute shortage of trained cybersecurity professionals. Employers are faced with the challenge of attracting, recruiting and retaining this talent to meet the growing needs of the cybersecurity sector.
To make the sector more accessible to Canadians from diverse backgrounds, the Rogers Cybersecure Catalyst launched the Accelerated Cybersecurity Training Program (ACTP) in 2020. This program is specifically designed to give women, new Canadians, and workers seeking employment the skills they need to launch a career in the cybersecurity sector.
For this employer research, the Blueprint and Catalyst teams reached out to 49 mid-to-senior professionals in 23 medium-to-large organizations with whom the ACTP team had close relationships and invited them to complete the ACTP Employment Partners Survey. Of these 23 employers, 17 completed or partially completed the survey, for a response rate of 74%.
The purpose of the main report is to share findings from what we learned from these employers. In this summary, we share the key questions addressed by this research, the high-level findings that speak to these questions and recommendations for programs like the ACTP and for cybersecurity employers to effectively address the growing gap between demand and supply of cybersecurity talent in Canada
The Responsive Career Pathways Research Brief consolidates key findings from our past 9 research papers in partnership with the Future Skills Centre. In this brief, we outline key innovation challenges and opportunities for career guidance services in Canada, and highlight common barriers to accessing these services.
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Career guidance systems could be designed with a whole-of-person lens. This paper considers promising practices in breaking down barriers to career guidance for Canadians.
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Adult learners have to navigate an increasingly diverse, fragmented and complex education and training marketplace. This paper assesses options helping Canadian learners navigate their education and learning choices.
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The path to accessing career guidance is challenging for racialized people, women and newcomers to Canada. This paper offers opportunities to strengthen our publicly-funded employment systems to effectively address labour market inequity.
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Employers are critical in establishing more responsive career pathways for Canadians. This paper outlines some of the challenges and opportunities employers are facing related to the future of work and skills.
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Career development practitioners have a critical role to play in helping Canadians prepare for the future of work. This paper tackles questions about the role of career development practitioners and the evolution of their practice.
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Offering forward-looking, customized, high-quality and accessible career guidance to a wide range of Canadians is possible. This paper identifies behavioural and motivational barriers to accessing career guidance and offers a promising path ahead.
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The role and use of technologies that help individuals and career practitioners navigate career pathways are rapidly evolving. This paper outlines potential ways responsive career pathways can be enabled by technology.
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This document provides consistent definitions for the terms that are applied across all of the research papers for the Responsive Career Pathways initiative.
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This paper offers considerations for strengthening and aligning our careers and employment systems to better serve Canadians across their career trajectory.
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Finding ways to make labour market information accessible and useful for service providers and individuals is key for creating more responsive career pathways.
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