Imagine waking up in the morning to find that your most sensitive personal data, including financial records and personal communications, has been locked away and held for ransom. Now consider what would happen if this scenario were to happen at a nation-state level.
This nightmare has become reality for Indonesia, where the National Data Center (PDN) fell victim to a devastating ransomware attack that sent shock waves across the country. The breach exposed weaknesses in the government’s ability to protect critical and sensitive data, raising concerns about the broader impact of such incidents. However, rather than assigning blame, this article would like to focus on a critical issue in Indonesia’s cyber environment: the crisis in its cyber talent pool.
The first big challenge is attracting talent. Indonesia needs about 600,000 skilled cyber workers each year in both the public and private sectors. But many of the best talent are attracted to private sector jobs that pay higher salaries.
As a result, skilled cybersecurity professionals will be more likely to join the private sector, making it harder for government agencies to compete for top talent and creating a shortage of skilled professionals for key positions within the public sector.
The second problem is equally important: talent. The cybersecurity field is highly dynamic and requires continuous learning and adapting. But with no clear career path and insufficient incentives, many professionals are leaving the industry.
To validate and promote the expertise of cybersecurity professionals, a transparent and rewarding career path must be established. This approach will not only help maintain a stable workforce, but also strengthen the operational capabilities of cybersecurity units.
The inability to retain skilled talent within the industry has led to a talent exodus from the cybersecurity sector, with many looking to other industries or overseas in search of better prospects with higher profits, with no ladder to the top ranks.