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Introducing the Industry Talent Consortium

The Internet of Everything (IoE) will connect people, data, processes and things into a vast web of communication that is already dramatically changing how we live and work. Cisco projects that by next year, 25 billion devices will be connected, and that number will double by 2020. This expanded and enhanced connectivity carries tremendous opportunities for organizations and individuals as job roles and networks change.

An irony exists, though, in the midst of all this new opportunity. There are over 11 million unemployed people in the US today, yet 45 percent of employers cannot find qualified candidates for open jobs. Klaus Schwab, Chairman of the World Economic Forum, encapsulates our current dilemma: “We have entered a global economy where talent and skills shortages challenge economic and business growth around the world.”

The debate about whether the skills gap exists is over. It is real, and it is serious. The 2014 Cisco Annual Security Report indicates a shortage of more than a million security professionals across the globe in 2014. Employers are facing challenges finding people with the necessary skills for new industry jobs such as data scientists, cybersecurity specialists, industrial network engineers, mobile app developers and network programmers.

The business outcomes, productivity gains and organizational efficiencies that are attainable through IoT can only be achieved with a skilled and competent workforce. There is a need for reskilling the existing talent pool and bringing new employees into the workforce to align with the skills needed for the future.

A skills gap of this magnitude must be met head-on and as quickly as possible. It’s too big for any one entity to tackle; it requires a group of dedicated stakeholders. Toward that end, the IoTWF Steering Committee is introducing an Industry Talent Consortium It’s a gathering of employers, academia, industry change agents and human capital solution providers to connect talent who have pre-requisite skills to employers – after necessary training and certifications.

Key players in each of these areas will bring their subject matter expertise to the table:

  • Academia (The New York Academy of Sciences, MIT, Stanford) will help prepare students through degree programs, professional development and in partnering with companies to provide training for the jobs of the future.
  • Human Capital Solution Providers (Careerbuilder) will help identify top jobs, regions, supply/demand and skill gaps.
  • Employers (Rockwell Automation, Davra Networks, GE) are looking to hire individuals for the new job roles.
  • Change Agents (Cisco, Xerox, Rockwell Automation, Udacity, Pearson, Knod) will create education curriculum, training and certifications that will help train and validate the skills needed for the new jobs.

Working together, we will identify skill gaps, find talent with the right background to up-skill or re-skill, create and implement the needed training and certification programs, recruit them into appropriate degree or certificate programs and hire that talent for the jobs that will power the Internet of Everything. The Industry Talent Consortium is, in a real sense, a battle stance on behalf of our collective, connected future. The Consortium will continue to evolve, adding new contributing partners as its scope and scale increases.

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Employee Volunteers Initiate Creative CSR Activities in France

Cisco France has always had a special interest in Corporate Social Responsibility (CSR). We want to contribute to our country’s main economical and societal challenges. And we want to do it by using our expertise in network technology and our energy.

As everywhere, France faces many social, economic, and environmental issues. Let’s state a few:

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Under the impulse of several Cisco employees, a team of volunteers came together to lead local projects. Five years later, the team is structured with a strategy, leaders, a coordinator, and an executive sponsor. We also aim to give our colleagues an additional reason to come and work every day: to contribute to a better world.

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Cisco Annual Security Report Live Broadcast – Recap

Last week, following the release of the 2014 Cisco Annual Security Report, my colleague Levi Gundert and I took questions from you, our partners and customers, about the report and its most interesting findings.

This year’s report highlighted a number of new trends and found unprecedented growth of threat alerts, which reached the highest level we’ve seen in more than a decade of monitoring.

Although the report paints a grim picture of the current state of cybersecurity, we are optimistic that there is hope for restoring trust in people, institutions, and technologies. This must start with empowering defenders with real-world knowledge about expanding attack surfaces. To truly protect against all of these possible attacks, defenders must understand the attackers, their motivations and their methods – before, during, and after an attack.

Here is a link to view the recording of the broadcast. If you have any questions that didn’t get answered, please leave them in the comments, and Levi or I will get back to you.

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Tackling the Cybersecurity Skills Gap

The demand for skilled IT security professionals is growing everyday in both the private and public sector, and much of today’s security training is dangerously out of step with current threats.

A recent Ponemon Cyber Attack study found that cyber crime was up 78% in 2013 vs. 2012, with resolution and recovery time more than doubling over the past year, costing organizations tens of millions of dollars annually.

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Bridging the Looming Global IT Security Professional Shortage

I must admit that I recorded the accompanying video blog post before I had a chance to read the 2014 Cisco Annual Security Report (CASR), but this time slip on my part sets up a now-more-than-ever situation for what I’m about to tell you. The CASR projects 500,000 to 1,000,000 person global shortage in the number of IT security professionals that public and private sector organizations will need to cope with the security challenges of the foreseeable future. Yikes!

How will societies around the world bridge this gap? Technical schools and universities can train new people, but that’s going to take time for them to respond to demand, much less do the actual training. Public and private organizations can also recruit existing security professionals, but this can quickly turn into a bidding war for talent. I can also project increased demand for outsourced security services, but many of the supply and demand dynamics will apply here as with recruiting from the pool of established experts. Read More »

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