{"id":3745,"date":"2021-11-23T16:22:19","date_gmt":"2021-11-23T15:22:19","guid":{"rendered":"http:\/\/observatoire-asap.org\/?p=3745"},"modified":"2022-01-26T16:10:02","modified_gmt":"2022-01-26T15:10:02","slug":"oser-reinventer-le-recrutement-pour-faire-face-a-la-penurie-de-competence-en-cyber-securite","status":"publish","type":"post","link":"https:\/\/observatoire-asap.org\/index.php\/2021\/11\/23\/oser-reinventer-le-recrutement-pour-faire-face-a-la-penurie-de-competence-en-cyber-securite\/","title":{"rendered":"Oser r\u00e9inventer le recrutement pour faire face \u00e0 la p\u00e9nurie de comp\u00e9tence en cyber s\u00e9curit\u00e9"},"content":{"rendered":"<p style=\"text-align: justify;\">Selon le dernier rapport de l\u2019<a href=\"https:\/\/www.isc2.org\/Research\/Workforce-Study\">(ISC)\u00b2<\/a> \u00a0il manque aujourd&rsquo;hui 2,72 millions de professionnels de cyber s\u00e9curit\u00e9 sur le march\u00e9 du travail. 57 % des organisations affirment \u00eatre touch\u00e9e \u00a0par cette p\u00e9nurie de comp\u00e9tences (<a href=\"https:\/\/www.esg-global.com\/hubfs\/ESG-ISSA-Research-Report-Life-of-Cybersecurity-Professionals-Jul-2021.pdf\">Oltsik et Lundell, 2021<\/a>). La p\u00e9nurie mondiale d\u2019expert en \u00a0cyber s\u00e9curit\u00e9 a un impact direct et significatif sur les organisations et leur capacit\u00e9 \u00e0 se prot\u00e9ger. Pour faire face \u00e0 cette p\u00e9nurie, il devient urgent de r\u00e9inventer le recrutement en gardant \u00e0 l\u2019esprit la dimension dynamique du secteur pouvant entrainer une obsolescence rapide des comp\u00e9tences (Maillard, 2021).<\/p>\n<p style=\"text-align: justify;\"><strong>Le recrutement doit se penser en termes de \u00ab\u00a0recherche de talents\u00a0\u00bb et non plus de \u00ab\u00a0poste \u00e0 pourvoir\u00a0\u00bb <\/strong><\/p>\n<p style=\"text-align: justify;\">Les p\u00e9nuries de comp\u00e9tences font normalement r\u00e9f\u00e9rence au manque de professionnels sur le march\u00e9 du travail et sont mesur\u00e9es par les postes vacants difficiles \u00e0 pourvoir. Plus pr\u00e9cis\u00e9ment, il y a p\u00e9nurie lorsque les employeurs ont des difficult\u00e9s \u00e0 recruter des professionnels malgr\u00e9 des salaires conformes au march\u00e9. Cette p\u00e9nurie s\u2019\u00e9tend \u00e0 la fois sur le plan \u00ab\u00a0vertical\u00a0\u00bb -niveaux de comp\u00e9tences attendus- mais aussi sur le plan \u00ab\u00a0horizontal\u00a0\u00bb -diversit\u00e9 des comp\u00e9tences- (McGuiness, Pouliakas et Redmond, 2018).<\/p>\n<ul style=\"text-align: justify;\">\n<li><span style=\"font-family: 'Noto Serif';\">En terme de diversit\u00e9 de comp\u00e9tences, les m\u00e9tiers de la cyber s\u00e9curit\u00e9 englobent \u00e0 la fois des aspects techniques et non techniques, n\u00e9cessitant des comp\u00e9tences plus larges en mati\u00e8re de gestion et de communication. Notons, que parmi les 11 comp\u00e9tences de cyber s\u00e9curit\u00e9 identifi\u00e9 par Fischer en 2019 plus de la moiti\u00e9 sont transverses \u00e0 d\u2019autres domaines tel que la s\u00e9curit\u00e9 (audit, conformit\u00e9 et tests) ou le management (gestion des \u00e9quipes, leadership).<\/span><\/li>\n<li><span style=\"font-family: 'Noto Serif';\">En terme de niveaux de comp\u00e9tences. Une tendance naturelle des recruteurs est de sur\u00e9valuer le niveau de comp\u00e9tences n\u00e9cessaires. A partir d\u2019une tr\u00e8s riche revue de la litt\u00e9rature sur les m\u00e9tiers en cyber s\u00e9curit\u00e9 Furnell (2021) a pu distinguer six niveaux de comp\u00e9tences: Allant du niveau 1 \u00ab\u00a0connaissance\u00a0\u00bb (a acquis et peut d\u00e9montrer une connaissance de base associ\u00e9e de la comp\u00e9tence, suivi des bonnes pratiques d&rsquo;utilisation) au niveau 6 \u00ab\u00a0praticien expert\u00bb (niveau d\u2019expertise reconnu par les pairs. Il initie, permet et assure. C\u2019est le niveau qui dirige la mise en \u0153uvre de la comp\u00e9tence).<\/span><\/li>\n<\/ul>\n<p style=\"text-align: justify;\">Aujourd\u2019hui de nombreuses entreprises tombent dans le pi\u00e8ge de rechercher des candidats licornes- \u00a0avec un niveau de comp\u00e9tences techniques et non-technique tr\u00e8s \u00e9lev\u00e9 \u2013 et qui se retrouvent ensuite frustr\u00e9s : il n&rsquo;y a pas beaucoup de personnes poss\u00e9dant les comp\u00e9tences compl\u00e8tes et le march\u00e9 les paie le plus cher.<\/p>\n<p style=\"text-align: justify;\"><strong>Le recrutement doit se penser en termes de \u00ab\u00a0comp\u00e9tences, d\u2019aptitudes, de formations,\u2026\u00a0\u00bb et non plus en termes \u00ab\u00a0d\u2019\u00e9coles ou de dipl\u00f4mes,\u2026\u00bb.<\/strong><\/p>\n<p style=\"text-align: justify;\">Il est possible de r\u00e9duire la p\u00e9nurie de talents en ouvrant l\u2019\u00e9ventail des profils recherch\u00e9. Il s\u2019agit alors pour les organisations de se demander si certaines des comp\u00e9tences recherch\u00e9es peuvent \u00eatre trouv\u00e9es dans un m\u00e9tier, poste diff\u00e9rent ou si une exp\u00e9rience de travail pertinente peut suffire pour les qualifications de s\u00e9curit\u00e9. Dans cette optique quatre strat\u00e9gies peuvent \u00eatre privil\u00e9gi\u00e9\u00a0:<\/p>\n<ul style=\"text-align: justify;\">\n<li><span style=\"font-family: 'Noto Serif';\">Mener des prospections en interne coupl\u00e9es \u00e0 de la formation. Un d\u00e9veloppeur informatique peut devenir un bon candidat en tant que \u00ab\u00a0DevSecOps\u00a0\u00bb, poste incluant les acquis du d\u00e9veloppement ainsi que ceux d\u2019un profil \u00ab\u00a0cyber\u00a0\u00bb. Un responsable financier qui a audit\u00e9 des processus pourrait \u00eatre un bon candidat pour se former \u00e0 un r\u00f4le de gouvernance.<\/span><\/li>\n<li><span style=\"font-family: 'Noto Serif';\">Favoriser une approche de \u00ab\u00a0nouveau col\u00a0\u00bb (Boisvert, 2018). Il s\u2019agit de faire appel \u00e0 des professionnels qui n&rsquo;ont peut-\u00eatre pas de dipl\u00f4me universitaire mais qui poss\u00e8dent les comp\u00e9tences et aptitudes techniques n\u00e9cessaires. Cette approche se concentre sur les comp\u00e9tences, l&rsquo;exp\u00e9rience et les aptitudes plut\u00f4t que sur les dipl\u00f4mes.<\/span><\/li>\n<li><span style=\"font-family: 'Noto Serif';\">R\u00e9aliser des entretiens \u00e0 partir d\u2019\u00e9tudes de cas plut\u00f4t qu\u2019une liste de questions. Quel que soit le niveau de comp\u00e9tence ou d&rsquo;exp\u00e9rience du candidat cela leur donne une chance de montrer leurs capacit\u00e9s et leurs processus de r\u00e9flexion.<\/span><\/li>\n<li><span style=\"font-family: 'Noto Serif';\">Partenariat avec des \u00e9tablissements d\u2019enseignement sup\u00e9rieur pour (1) offrir des stages, des collaborations \u00ab\u00a0junior consulting\u00a0\u00bb (2) cr\u00e9er de nouveaux programmes de formation initiale \u00e0 l\u2019instar du programme <a href=\"https:\/\/workingnation.com\/shaping-future-workforce-ibm-jen-crozier\/\">P-Tech\u00a0<\/a> (3) impl\u00e9menter des chaires entreprises. Aujourd\u2019hui, 66 \u00e9tablissements de formation d\u2019enseignement sup\u00e9rieur r\u00e9partis sur l\u2019ensemble du territoire (octobre 2021) r\u00e9pondent au label qualit\u00e9 \u00ab\u00a0<a href=\"ttps:\/\/www.ssi.gouv.fr\/particulier\/formations\/secnumedu\/formations-labellisees-secnumedu\/\">SecNumedu<\/a>\u00bb d\u00e9livr\u00e9 par l\u2019ANSSI.<\/span><\/li>\n<\/ul>\n<p style=\"text-align: right;\"><a href=\"http:\/\/observatoire-asap.org\/index.php\/2020\/02\/27\/jeanne-le-roy\/\">Jeanne Le Roy<\/a><\/p>\n<p><strong>R\u00e9f\u00e9rences<\/strong><\/p>\n<p>Boisvert, S. (2018). The new collar workforce. Photonics Media Press.<\/p>\n<p>Cox, C. M. (2020). Augmenting autonomy:\u2018New Collar\u2019labor and the future of tech work. <em>Convergence<\/em>, <em>26<\/em>(4), 824-840.<\/p>\n<p>Fischer, P. J. (2019). A Cybersecurity Skills Framework. <em>Cybersecurity Education for Awareness and Compliance<\/em>, 2019.<\/p>\n<p>Furnell, S. (2021). The cybersecurity workforce and skills. <em>Computers &amp; Security<\/em>, <em>100<\/em>, 102080.<\/p>\n<p>Maillard, D. (2021). The Obsolescence of Man in The Digital Society. <em>International Journal for Applied Information Management<\/em>, <em>1<\/em>(3), 99-124.<\/p>\n<p>McGuinness, S., Pouliakas, K., &amp; Redmond, P. (2018). Skills mismatch: Concepts, measurement and policy approaches. <em>Journal of Economic Surveys<\/em>, <em>32<\/em>(4), 985-1015.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Selon le dernier rapport de l\u2019(ISC)\u00b2 \u00a0il manque aujourd&rsquo;hui 2,72 millions de professionnels de cyber s\u00e9curit\u00e9 sur le march\u00e9 du travail. 57 % des organisations affirment \u00eatre touch\u00e9e \u00a0par cette p\u00e9nurie de comp\u00e9tences (Oltsik et Lundell, 2021). La p\u00e9nurie mondiale d\u2019expert en \u00a0cyber s\u00e9curit\u00e9 a un impact direct et significatif sur les organisations et leur &hellip; <\/p>\n","protected":false},"author":1,"featured_media":3746,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"spay_email":"","footnotes":""},"categories":[100],"tags":[95],"class_list":["post-3745","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-economie","tag-lettre-economie"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v24.9 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Oser r\u00e9inventer le recrutement pour faire face \u00e0 la p\u00e9nurie de comp\u00e9tence en cyber s\u00e9curit\u00e9 -<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/observatoire-asap.org\/index.php\/2021\/11\/23\/oser-reinventer-le-recrutement-pour-faire-face-a-la-penurie-de-competence-en-cyber-securite\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Oser r\u00e9inventer le recrutement pour faire face \u00e0 la p\u00e9nurie de comp\u00e9tence en cyber s\u00e9curit\u00e9 -\" \/>\n<meta property=\"og:description\" content=\"Selon le dernier rapport de l\u2019(ISC)\u00b2 \u00a0il manque aujourd&rsquo;hui 2,72 millions de professionnels de cyber s\u00e9curit\u00e9 sur le march\u00e9 du travail. 57 % des organisations affirment \u00eatre touch\u00e9e \u00a0par cette p\u00e9nurie de comp\u00e9tences (Oltsik et Lundell, 2021). 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