Developing Teams to Meet Modern Security Challenges
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>> My name is Ryan. Good afternoon.
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Thank you guys for joining today.
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We're going to be going through optimizing
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onboarding and driving new hire success.
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But before we get started,
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I want to quickly go over a few housekeeping items.
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Today's webinar is scheduled for 30 minutes exactly,
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and will include a product walk-through.
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To ensure we're able to cover everything on our agenda,
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all participants will be muted.
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You can still submit questions via
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the Q&A box and we
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encourage you to do so throughout the webinar.
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We'll address questions via
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the chat function and in
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the dedicated Q&A portion of today's program.
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This webinar is being recorded
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and we plan to share out the link
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with you in the next few days.
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Today's webinar will be led by Soren Berglund.
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Soren is a Senior Account Executive here at Cybrary.
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He partners with leaders from
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small and medium-sized businesses,
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up to the Fortune 1000 to help find
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the right solution to
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develop their teams' cybersecurity skills,
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earn critical industry certifications,
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reduce onboarding time,
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improve retention,
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and achieve their specific strategic objectives.
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Soren brings experience working with
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organizations and financial services,
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government, health care, retail,
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and many other industries.
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We're very excited to explore
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today's topic because we know it's
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a common pip point that many of
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our customers are looking to address as they finalize
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their resourcing and hiring plans for 2021.
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Without further ado, I would love to hand it over to
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Soren to run you guys through today's agenda.
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>> Absolutely and thank you for the introduction, Ryan.
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I'm thrilled to have you all here with us and really
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excited to truly drive today's discussion.
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Just to run through the agenda really quick,
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I want to start by providing
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a little background on Cybrary,
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who we are and what we do.
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Next, I'm going to talk about
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skill gaps as it pertains to the industry as a
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whole and why having
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an effective onboarding process is so important.
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Then I'm going to explore some of
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the common pitfalls and mistakes
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organizations make as it
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relates to onboarding, and finally,
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I'm going to share our approach for
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overcoming these challenges to
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optimize your onboarding process and drive
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meaningful outcomes for your organization.
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At the end of the webinar,
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you're going to be able to learn how to create
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a consistent and scalable onboarding process,
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utilize assessments to understand
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competencies and find skill gaps,
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as well as deliver
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personalized role-based learning experiences
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and measure new hire development.
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Cybrary for teams is
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the leading cybersecurity workforce
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>> development platform.
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>> What exactly does that mean?
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It means we help organizations
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close the cybersecurity skill gap
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and build a security
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enabled workforce equipped to meet modern threats.
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We also combine the engaging courses from experts in
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the field with secure browser-based virtual labs,
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which enable your team to really work through
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real-world scenarios and get hands-on with
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the latest tools and technologies
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to drive their skill development.
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We've earned the trust of
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organizations around the world,
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in fact, 96 percent of Fortune 1000.
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Employees from the Fortune 1000 currently
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use and develop their skills on Cybrary.
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Our recent skills gap survey
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>> revealed that 65 percent of
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>> IT and security leaders believe
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skill gaps are negatively
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impacting their team's effectiveness.
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We find the root cause for skill gaps within
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teams stemmed from one or many of the following:
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One, not being able to attract the right talent.
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Number 2 not having a reliable process
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for getting new employees up to speed,
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and not having a plan to help
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employees understand how they can
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grow and ultimately not
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being able to keep your best talent.
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We typically see that
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skill gaps manifest themselves in a number of
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different ways along the employee journey from Step 1,
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recruiting, Step 2, onboarding,
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and coming down through
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career pathing and career planning.
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But today I want to focus primarily on onboarding.
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As you can see with a stat above,
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it typically takes eight months for
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a new hire to reach full productivity.
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Before we dive in,
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I wanted to open up our first
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poll question just to learn a
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little bit more about your organization
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and your onboarding process.
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Poll question number 1,
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how long does it typically take for your organization
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to get a new hire to full productivity?
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Very interesting to see these results
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and I want to thank everyone who participated.
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It looks like it takes
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some organizations about 7-9 months.
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About 46 percent of the people here who voted,
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voted for 9-7 months.
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We know onboarding is important
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for a number of different reasons,
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but here are the reasons we find to be most critical.
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Number 1, this creates excitement
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>> for your organization.
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>> Onboarding is an opportunity to get
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new hires excited about
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joining your organization and
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a chance to start building momentum.
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Engagements also high, channeling this excitement and
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enthusiasm is key to setting the stage
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for a new hire's experience.
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It also helps them to understand their role and
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your expectations and to
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prepare them to hit the ground running.
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Typically, organizations with onboarding processes that
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fail to capitalize on
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this level of engagement and excitement,
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they risk having new hires.
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They were looking for
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new jobs within just a couple of months.
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In fact, Glassdoor found that
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a strong onboarding process can
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improve new hire retention by 82 percent.
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Number 2, it's an opportunity
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to identify skill gaps early on.
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In cybersecurity, we know
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highly qualified professionals are in high demand.
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The reality is it's difficult to find
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that unicorn perfect candidate for a given role,
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which means that almost every new hire
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will likely have some knowledge gap or
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skill deficiency that's related
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to the role that they're filling.
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Onboarding is the perfect time to surface
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those gaps and you can determine
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specific growth areas and training that will be
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beneficial in helping them
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effectively execute their role.
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Number 3, it also helps
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to get new hires prime for success.
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Finally, onboarding is important
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because it's an opportunity to get
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new hires positioned for success in their new roles.
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I touched on this earlier,
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but it enables you to educate them on your team,
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your function, and your customers or clients.
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You're also able to share policies,
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procedures, and most importantly, best practices.
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By defining their role and communicating
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your specific expectations and
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assign relevant training or learning opportunities,
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makes it so that you're able to ensure that they are
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equipped and prepared to tackle day-to-day challenges.
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But this shouldn't be viewed as a one-time deal.
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Onboarding simply initiates the process of nurturing
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new hires into highly skilled and productive employees.
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I want to open another poll question
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up for you guys really quick.
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It says, I think there's three here today.
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What is the biggest onboarding related challenge
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that your organization is facing?
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It looks like the majority and it
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was a close tie, but majority,
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32 percent said onboarding
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doesn't confirm new hires skills,
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that seems to be a very common challenge.
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In working with our customers,
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we know organizations think about onboarding,
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but it can be a time-consuming process
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and require a high level of effort.
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Onboarding in this industry requires new hires to learn
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new technical skills in addition to
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learning their new organization and role.
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But in terms of the most common issues we see,
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number 1, onboarding is just too short.
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We know two or three weeks is just not enough.
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Actually, only 37 percent of
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organizations extend their onboarding programs
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beyond a new hire's first month.
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Studies have shown that employees
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whose organizations have longer onboarding programs,
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gain full proficiency faster
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than those with short programs.
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Number 2, onboarding just isn't engaging.
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Fifty-eight percent of organizations say that
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their onboarding program is
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focused on processes and paperwork.
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I don't know about you all, but for me,
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that's just not the recipe for getting me excited to
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join a team and ready to hit the ground running.
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Number 3, you can't confirm new hires' skills.
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Organizations and managers don't have
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a good grasp of a new hires' capabilities.
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They don't communicate expectations.
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Sixty percent of companies fail to set
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milestones or goals for new hires.
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Let's be honest, managers don't really have the time to
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handhold and answer questions
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along that new hire's journey.
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Last but not least, and building off
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>> the preceding point,
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>> onboarding is often viewed as a compliance exercise or
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checklist item and it's not role or function focused.
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This is why onboarding programs are typically
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ineffective in driving operational readiness.
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Last but not least leads me to a third poll question,
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I think, and that's going to be,
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which of the following capabilities would make
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the biggest impact on your current onboarding process?
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It looks like pretty close. Very close.
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It looks like 40 percent of the individuals said
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the ability to provide job related training.
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Awesome. Now that we've talked about the problem,
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I just want to discuss the solution.
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The first step is validating new higher skills,
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and this can be accomplished
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in a couple of different ways.
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You can leverage targeted skills assessments to
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understand a new hires core competencies,
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and identify skill gaps from Day 1.
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You can also incorporate
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hands-on training or learning opportunities that force
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new hires to apply their skills
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and demonstrate their ability to perform on the job.
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The next step is to personalize their learning.
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Provide a learning opportunity
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that is tailored to specific roles,
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skillsets, and experience levels.
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You can empower new hires
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to develop job-related skills by providing
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an engaging learning experience that enables them
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to learn how they learn best by leveraging courses,
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tools, and resources created by
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>> experts in the field with
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>> real-world experience and who
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have actually filled these roles before.
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The final step, we need to measure their development.
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Understand how your new hires are progressing,
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and determine if there are other areas for development.
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Having this level of visibility will
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grow confidence and enable you
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to know when a new hire
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is ready to take on more responsibility.
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>> Now that we went through that,
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I do want to share a little more on health Cybrary
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brings these concepts to life.
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Without further ado,
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>> I'm going to get into the platform.
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>> I'm going to start here on our browse page.
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Cybrary effect Teams brings the collective knowledge of
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the cybersecurity industry's top experts
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in leading organizations.
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What's most exciting is that,
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our network continues to grow,
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which allows us to move quickly and
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provide timely content to help
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our customers stay ahead of
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the threat landscape that's continuing to change.
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We're covering a broad range of topics and
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skill areas like penetration testing,
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incident response, digital forensics,
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Cloud security with career path or career paths
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that provide role-based learning
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>> opportunities to boost confidence.
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>> Virtual labs to help get real hands-on experience.
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Your certification prep course is to
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develop subject matter expertise,
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skill assessments to measure knowledge and skills,
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and certification exams to ensure
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that your team's readiness
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>> to pass on any of these tests.
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>> This is all on one comprehensive platform
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where it's accessible at any time,
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anywhere right from your browser.
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But this is just one piece of the puzzle.
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Want to go over here on the left-hand side, and now,
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let's just imagine really quick that I'm a SOC Manager
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and I've brought on a new tier 1 or level 1 analyst.
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My team was short staffed and we were
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really struggling to find the right candidate.
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We ultimately made the decision to go
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ahead and hire Mary Smith.
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Mary Smith, knowing that we need to skill or AP,
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is more of a junior level,
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but as a manager,
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ensuring my team is equipped
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to tackle day-to-day challenges is hard,
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but it's imperative that I get Mary up to speed and
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operating at a high level as soon as possible.
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To do this effectively,
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I need to better understand Mary's skill sets.
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With Cybrary, I can go ahead and assign her
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a role-based assessment to baseline
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her skills and determine
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>> specific areas for development.
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>> This allows me to know where to focus her learning and
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determine what specific training she needs.
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For this example, it looks like
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we want to focus more on developing
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Mary's security fundamentals since
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she is just a novice in that area.
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If I wanted to, I can even have done
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this as part of our hiring process in order to
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validate a candidate skillset
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because Cybrary offers that level of flexibility.
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Now, moving on to the pathways over here.
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Now that I know Mary's skillset
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and where there's room to grow,
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I can now proceed with
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providing her a personalized learning plan.
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Now our career paths are pre-built
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learning plans that are tailored to common work roles.
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As you can see here, curated by experts in
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the field and aligned with industry standards
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like the NIST Cybersecurity Framework and the
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DOD 8140, previously 8570.
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We understand that people learn differently,
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which is why we enable your team
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>> to learn how they learn
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>> best by offering video-based courses all on-demand,
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followed by virtual lab environments,
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different assessments and practice exams.
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You also have the ability to
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customize this career path as well.
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You have the ability to customize
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this pathway by removing any items,
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dragging and dropping in an order
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that makes sense for Mary.
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This is where you can tailor to Mary's skillsets
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>> or even more broadly, your team's needs.
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>> This enables you to ensure that
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your team's learning is always relevant.
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Now if we wanted to go back and
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assign this pathway to Mary,
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we can do that simply by
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clicking this "Assign" button here.
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Now, our career paths are all structured, consistent,
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and engaging learning experiences that
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keep your team focused on what
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matters most and the best part is,
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you don't have to do this all by yourself.
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Every cyber for Teams customer has
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a dedicated customer success manager
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that works with a content engineer
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>> who will help create,
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>> maintain, and update your past
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based on your requirements.
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Then they're also going to be able to curate
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relevant learning resources and
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even assign them a specific team members
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as we just did here.
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Now, after assigning the career path,
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our platform gives you the visibility how Mary
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is learning and progressing.
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This also helps you uncover where
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further development may be needed.
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Having this level of insight will
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enable you all to feel confident that
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Mary is ready to take on additional responsibilities.
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Now that we've identified this,
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you can continually update
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Mary's career path to create a true development plan.
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Where you saw she was
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just a novice in security fundamentals,
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now she has shown to be proficient in all areas by
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completing that personalized plan
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that we assigned to her.
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One that helps her sharpen and expand her skill
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set but it may
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position her to become a tier 1 to a tier 2,
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and later on a tier 3 analyst.
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Now that we've discussed onboarding
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>> and why it's so important,
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>> I do and the common pitfalls as well as our solution,
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I do want to open it up for some questions.
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I saw the chat going off a little bit.
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Ryan, would you mind
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sharing what has come in so far that I can help answer.
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>> Absolutely. Chat was going off and we got
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some pretty awesome feedback from Chris champers.
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He said that he loved the webinar.
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Shout out.
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>> Awesome.
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>> Thank you for that one.
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>> Shout out, Chris.
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>> Yeah. One of the first questions that came in Soren,
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how can I measure new tier success
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with Cybrary for Teams?
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>> We're able to do this in a number of different ways.
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Our member and admin dashboards enable you
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to measure learning hours, completed assignments,
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progress made against assigned to career paths,
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and growth with pre and
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post skill assessment, says we just saw.
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Also if industry certifications are important,
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you can track their progress through
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our certification prep courses,
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as well as the scores of their practice exams,
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so you know when they're ready to pass the exam.
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We give you a variety of options to
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provide the flexibility as
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your needs may change over time.
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>> Awesome. Question number 2,
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would I be able to leverage assessments in
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the hiring process to confirm a candidate skills?
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Yeah. Yes. Quick answer is yes.
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Cybrary for Teams,
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you're going to have the ability to assign and review
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assessments as part of
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your organization's hiring process.
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Awesome. Question number 3: Can I manage
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and monitor the development
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of new hires on different Teams?
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>> Yeah. You're going to have the flexibility to assign
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learning as well as
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monitor development across your Teams.
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You can also provide individuals with
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control over only their team.
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Those permissions are totally
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customizable by you and your organization.
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>> Question number 4: Would I
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also be able to create my own paths?
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>> Yeah. Cybrary's career paths are totally
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customizable as we saw a glimpse
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in that interactive walk-through.
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You can tailor your specific needs or work
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with your dedicated customer
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success manager to build paths
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with only the content relevant to
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your team and aligned to
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your KSAs or knowledge, skills, and abilities.
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>> Soren, question number 5 is one of my
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most favorite that's come in so far.
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On the onboarding issues that you covered,
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what have you found to be the most common?
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>> I'd have to say there are a couple.
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I would say the two most common issues we see
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are the lack of a structured
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and consistent onboarding process.
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Then I'd say the inability to
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measure or confirm new higher skills.
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>> That was a good question, wasn't it?
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>> That was. They all have been fantastic so far though.
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>> One last one for you.
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How quickly can Cybrary help get
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my new team members operationally ready?
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>> Yeah. Earlier I cited the fact that it typically takes
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about eight months for
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a newly hired employee to reach full productivity,
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but our curated career paths are very
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comprehensive, for example,
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the SOC analyst career path that we took a look at,
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can take about three months to complete.
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Well, every individual is different.
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We believe that leveraging
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Cybrary to create an onboarding process,
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will help decrease the time to
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operational readiness at your organization.
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>> Amazing. I want to go ahead and
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think everyone for attending power webinar today.
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As a token of our appreciation,
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we're pleased to extend you two very special offers.
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First, you can unlock for
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your early access to Cybrary for Teams
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today by requesting
00:00
an interactive walk-through at www.cybrary.it/business.
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Get a more in-depth look into how you can help solve
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your specific problems and give
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your team the opportunity to try a course,
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work in a lab, take a practice test,
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and get their thoughts.
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Again, to get your free early access,
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simply go to www.cybrary.it/business
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and complete the request a demo form.
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A Cybrary representative will
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then be reaching out to you to help
00:00
get you started right away. That's not all.
00:00
For the first time ever,
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we're also giving you one month for
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free with your purchase of Cybrary for Teams.
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Now is the time to act.
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Cybrary is ready to help optimize
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your onboarding process
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>> to drive new higher productivity.
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>> If you're interested in learning
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more about that Cybrary for Teams,
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let us know by responding to one final poll question.
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Chris Camper, this is for you but,
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please go ahead and select Yes and we'll
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be reaching out to you shortly to get that setup.
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Again, please select Yes,
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if you'd like a Cybrary a representative
00:00
to reach out to you to
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get an early access in
00:00
an in-depth walkthrough setup for you guys.
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If you have any other questions for Soren,
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please feel free to reach
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out to him and connect with them directly.
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We've included his LinkedIn and his email address.
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Thanks again and we hope to see
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you on all future webinars.
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Please enjoy the rest of your day and happy holidays.
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