{"id":156081,"date":"2022-05-23T11:14:17","date_gmt":"2022-05-23T08:14:17","guid":{"rendered":"https:\/\/www.enerjigazetesi.ist\/?p=156081"},"modified":"2022-05-23T12:25:24","modified_gmt":"2022-05-23T09:25:24","slug":"siber-guvenlik-sektoru-kariyer-hedefi-icin-onemli-bir-firsat","status":"publish","type":"post","link":"https:\/\/www.enerjigazetesi.ist\/en\/siber-guvenlik-sektoru-kariyer-hedefi-icin-onemli-bir-firsat\/","title":{"rendered":"(Turkish) Siber G\u00fcvenlik Sekt\u00f6r\u00fc Kariyer Hedefi \u0130\u00e7in \u00d6nemli Bir F\u0131rsat"},"content":{"rendered":"

Sorry, this entry is only available in Turkish<\/a>. For the sake of viewer convenience, the content is shown below in the alternative language. You may click the link to switch the active language.<\/p>

<\/p>\n

Siber g\u00fcvenlik sekt\u00f6r\u00fcnde yetenek a\u00e7\u0131\u011f\u0131 oldu\u011fu uzmanlar taraf\u0131ndan belirtiliyor. D\u00fcnya \u00e7ap\u0131ndaki bu yetenek a\u00e7\u0131\u011f\u0131, g\u00fcn\u00fcm\u00fczde milyonlarla ifade ediliyor. Salg\u0131n sonras\u0131 \u00e7al\u0131\u015fanlar\u0131n kariyer planlar\u0131n\u0131 yeniden de\u011ferlendirdi\u011fi s\u0131rada i\u015f g\u00fcc\u00fc piyasas\u0131nda nadir g\u00f6r\u00fclen bir karga\u015fa olarak ortaya \u00e7\u0131kan b\u00fcy\u00fck istifa dalgas\u0131 her \u00fclkeyi etkilemeye ba\u015flad\u0131.<\/h2>\n

Yetenek a\u00e7\u0131\u011f\u0131n\u0131n olduk\u00e7a y\u00fcksek oldu\u011fu siber g\u00fcvenlik gibi sekt\u00f6rler i\u00e7in bu durum, ilk bak\u0131\u015fta k\u00f6t\u00fc \"\"haber gibi g\u00f6r\u00fcnebilir. ABD’de yap\u0131lan bir ara\u015ft\u0131rmaya g\u00f6re BT alan\u0131nda \u00e7al\u0131\u015fanlar\u0131n yakla\u015f\u0131k d\u00f6rtte \u00fc\u00e7\u00fc (%72\u2019si) \u00f6n\u00fcm\u00fczdeki 12 ay i\u00e7erisinde<\/strong> i\u015ften ayr\u0131lmay\u0131 d\u00fc\u015f\u00fcn\u00fcyor.<\/p>\n

Ancak i\u015fverenler karamsarl\u0131\u011f\u0131 bir kenara b\u0131rakarak bu durumu isterlerse ger\u00e7ek bir f\u0131rsata \u00e7evirebilirler. Kurumlar, do\u011fru i\u015fe al\u0131m politikas\u0131<\/strong> ile i\u015f g\u00fcc\u00fc piyasas\u0131ndaki de\u011fi\u015fkenlikten yararlanarak yeni yetenekleri saflar\u0131na<\/strong> \u00e7ekebilirler. B\u00f6ylece, g\u00fcvenlik durumlar\u0131n\u0131<\/strong> iyile\u015ftirip geli\u015fimin gerekli bir unsuru olan dijital d\u00f6n\u00fc\u015f\u00fcm<\/strong> ve inovasyonu<\/strong> g\u00fcvenli bir \u015fekilde uygulayabilirler.<\/p>\n

G\u00fcvenlik sekt\u00f6r\u00fcnde neden yetenek sorunu var?\u00a0<\/strong><\/h3>\n

Sekt\u00f6r kurulu\u015flar\u0131ndan ISACA<\/strong>\u2019n\u0131n ger\u00e7ekle\u015ftirdi\u011fi yeni bir ara\u015ft\u0131rma, d\u00fcnya genelinde 2000\u2019den fazla<\/strong> siber g\u00fcvenlik profesyoneline ait istatistikleri sunuyor. Ara\u015ft\u0131rmaya g\u00f6re siber g\u00fcvenlik<\/strong> profesyonellerinin %63<\/strong>\u2019\u00fc, y\u0131ll\u0131k %8<\/strong> art\u0131\u015f\u0131n oldu\u011fu a\u00e7\u0131k g\u00fcvenlik pozisyonlar\u0131n\u0131 dolduramazken %62<\/strong>\u2019si ise ekiplerinde personel eksikli\u011fi oldu\u011funu d\u00fc\u015f\u00fcn\u00fcyor. Bu profesyonellerin be\u015fte biri ise a\u00e7\u0131k pozisyonlar i\u00e7in nitelikli aday bulman\u0131n<\/strong> bile alt\u0131 aydan fazla s\u00fcrd\u00fc\u011f\u00fcn\u00fc belirtiyor. Ara\u015ft\u0131rmaya kat\u0131lanlar\u0131n yakla\u015f\u0131k %60<\/strong>\u2019\u0131 ge\u00e7en seneye g\u00f6re %7<\/strong> art\u0131\u015fla mevcut \u00e7al\u0131\u015fanlar\u0131n\u0131 tutmakta sorun ya\u015fad\u0131klar\u0131n\u0131 aktar\u0131yor. Mevcut yeteneklerin i\u015ften ayr\u0131lmalar\u0131n\u0131n alt\u0131nda yatan ana sebepler ise a\u015fa\u011f\u0131daki gibi:<\/span><\/p>\n

– Ba\u015fka bir \u015firkette i\u015fe girme (%59)<\/p>\n

– Yetersiz maa\u015f\/prim (%48)<\/p>\n

– Kariyerlerinde k\u0131s\u0131tl\u0131 ilerleme f\u0131rsatlar\u0131 (%47)<\/p>\n

– Y\u00fcksek stres oranlar\u0131 (%45)<\/p>\n

– Zay\u0131f y\u00f6netim deste\u011fi (%34)<\/p>\n

Bulgular, di\u011fer sekt\u00f6r ara\u015ft\u0131rmalar\u0131yla da benzerlik g\u00f6steriyor. (ISC)\u00b2<\/strong>\u2019ye g\u00f6re k\u00fcresel siber g\u00fcvenlik<\/strong> a\u00e7\u0131\u011f\u0131, yakla\u015f\u0131k 200.000\u2019i<\/strong> Avrupa’da olmak \u00fczere d\u00fcnya genelinde 2,7 milyon<\/strong> \u00e7al\u0131\u015fana kar\u015f\u0131l\u0131k geliyor. \u0130ngiltere’de ise siber g\u00fcvenlik y\u00f6neticileri<\/strong>nin yar\u0131s\u0131 yak\u0131n zamanda stres<\/strong> ve mesleki t\u00fckenmi\u015flik<\/strong> nedeniyle istifa etmeyi d\u00fc\u015f\u00fcnd\u00fcklerini ifade etmi\u015f.<\/p>\n

Yetenek kay\u0131plar\u0131 i\u00e7in k\u00f6t\u00fc bir zamanlama\u00a0<\/strong><\/h3>\n

Kurumlar\u0131n %43<\/strong>\u2019\u00fcn\u00fcn ISACA\u2019ya<\/strong> ge\u00e7en sene daha fazla sald\u0131r\u0131ya maruz kald\u0131klar\u0131n\u0131 belirtti\u011fi bir zamanda yetenek a\u00e7\u0131klar\u0131 bu kurumlar\u0131 daha da savunmas\u0131z hale getiriyor. (ISC)\u00b2 raporu<\/strong>na g\u00f6re personel eksikli\u011finin en \u00f6nemli sonu\u00e7lar\u0131 \u015f\u00f6yle:<\/span><\/p>\n

– Yanl\u0131\u015f yap\u0131land\u0131r\u0131lm\u0131\u015f sistemler (%32)<\/p>\n

– Uygun risk de\u011ferlendirmeleri i\u00e7in yeterli zaman olmamas\u0131 (%30)<\/p>\n

– Kritik sistemlerin yava\u015f onar\u0131m\u0131 (%29)<\/p>\n

– S\u00fcre\u00e7 ve prosed\u00fcrlerdeki dikkatsizlikler (%28)<\/p>\n

Yetenek a\u00e7\u0131\u011f\u0131n\u0131 \u00f6nlemenin ise baz\u0131 yollar\u0131 bulunuyor. Otomasyon<\/strong> ve makine \u00f6\u011freniminin (ML)<\/strong> baz\u0131 s\u0131radan s\u00fcre\u00e7leri devralmas\u0131yla \u00e7al\u0131\u015fanlar\u0131n daha \u00f6nemli g\u00f6revleri \u00fcstlenmeleri sa\u011flanabilir. Ancak kurumlar, ML sistem sonu\u00e7lar\u0131n\u0131 \u00f6\u011fretmek<\/strong> ve yorumlamak<\/strong> i\u00e7in halen insanlara ihtiya\u00e7 duyuyor. D\u0131\u015f kaynak kullan\u0131m\u0131 di\u011fer bir se\u00e7enek, ancak bu hem pahal\u0131 olabilir hem de d\u0131\u015f kaynak sa\u011flayanlar, \u00e7o\u011fu kez m\u00fc\u015fterilerine y\u00f6nelik yeterli bilgiye sahip olmuyor.<\/p>\n

F\u0131rsat bunun neresinde?\u00a0<\/strong><\/h3>\n

Geleneksel i\u015fe al\u0131m y\u00f6ntemlerinin, uzun zamand\u0131r g\u00fcvenlik yetene\u011fi krizlerini<\/strong> derinle\u015ftirdi\u011fi bir ger\u00e7ek. \u00c7ok fazla kurum, adaylarda akreditasyon ve diploma \u015fart\u0131 ar\u0131yor. Baz\u0131 durumlarda ise adaylar, otomatik \u0130K yaz\u0131l\u0131mlar\u0131<\/strong> taraf\u0131ndan elendi\u011fi i\u00e7in i\u015fe al\u0131m y\u00f6neticilerinin<\/strong> potansiyel yeteneklerle m\u00fclakat yapma imkan\u0131 bile olmuyor.<\/p>\n

Evet, belli oranda teknik yetenek elbette gerekli. Ancak aday i\u015fe ba\u015flad\u0131\u011f\u0131nda bu yetenek \u00f6\u011fretilerek \u00fcst\u00fcne konulabilir. \u00d6\u011fretilmesi daha zor olan yetenekler ise a\u015fa\u011f\u0131da yer al\u0131yor:<\/span><\/p>\n

– Problem \u00e7\u00f6zme<\/p>\n

– Bireyleraras\u0131 ileti\u015fim<\/p>\n

– Detaylara dikkat etme<\/p>\n

– Kar\u0131\u015f\u0131k durumlar\u0131 basitle\u015ftirme<\/p>\n

– Merak<\/p>\n

– Stratejik d\u00fc\u015f\u00fcnme<\/p>\n

B\u00fct\u00fcn bunlar muhtemelen akreditasyon<\/strong> ve diploma kadar<\/strong> \u00f6nem ta\u015f\u0131yor. Dar kapsaml\u0131 i\u015fe al\u0131m politikalar\u0131 da farkl\u0131 sekt\u00f6rlerde \u00e7e\u015fitlilik eksikli\u011fine<\/strong> yol a\u00e7\u0131yor. Bu durum; i\u015fverenlerin devam eden yetenek a\u00e7\u0131klar\u0131na \u00e7\u00f6z\u00fcm araman\u0131n yan\u0131 s\u0131ra g\u00fcvenlik ekiplerine b\u00fcy\u00fck de\u011fer katabilecek yeni bak\u0131\u015f a\u00e7\u0131lar\u0131n\u0131 ve \u00e7e\u015fitli y\u00f6ntemleri ka\u00e7\u0131rd\u0131klar\u0131 anlam\u0131na geliyor.<\/p>\n

De\u011fi\u015fim zaman\u0131<\/strong><\/h3>\n

\u0130\u015fverenler bu b\u00fcy\u00fck istifa dalgas\u0131n\u0131 kullanarak i\u015f g\u00fcc\u00fc piyasas\u0131ndaki de\u011fi\u015fkenlikten nas\u0131l yararlanabilir? \u0130\u015fte akla gelen ilk 10 y\u00f6ntem:<\/span><\/p>\n

– Sadece akreditasyon, sertifika ve diplomaya odaklanmay\u0131p ger\u00e7ek deneyimleri ve \u00f6\u011frenme iste\u011fini de g\u00f6z \u00f6n\u00fcnde bulundurun.<\/p>\n

– Potansiyel uygun adaylar\u0131n haks\u0131z yere elenmemesi i\u00e7in ilgili \u0130K algoritmalar\u0131n\u0131 tekrar d\u00fczenleyin.<\/p>\n

– \u0130\u015f s\u0131ras\u0131nda aday\u0131 e\u011fitmeye odaklanan i\u015fe al\u0131m k\u00fclt\u00fcr\u00fcne ge\u00e7i\u015f yap\u0131n.<\/p>\n

– Kurum i\u00e7erisinde BT\u2019ye yak\u0131n departmanlardaki yetenekleri bulun.<\/p>\n

– Kurum d\u0131\u015f\u0131nda matematik, veri taban\u0131 y\u00f6netimi ve hatta askeri operasyonlarda rol alm\u0131\u015f yetenekleri ke\u015ffedin.<\/p>\n

– Bekar ebeveynlere ve do\u011fumdan sonra i\u015fe d\u00f6nen annelere iyile\u015ftirilmi\u015f destekler sunun. Bunlar\u0131n \u00e7o\u011fu k\u0131sa bir aradan sonra bir kariyer de\u011fi\u015fikli\u011fi d\u00fc\u015f\u00fcnebilir.<\/p>\n

– Bir\u00e7ok g\u00fcvenlik rol\u00fcn\u00fcn y\u00fcksek stresli yap\u0131s\u0131n\u0131 ve bunlar\u0131n i\u015fletme i\u00e7in kritik \u00f6nemini yans\u0131tacak \u015fekilde maa\u015flar\u0131 artt\u0131r\u0131n.<\/p>\n

– Mevcut personelinizi kaybetmemek i\u00e7in mentorluk ve kariyer geli\u015ftirme planlar\u0131 yap\u0131n.<\/p>\n

– \u00c7e\u015fitlilik hedefleri belirleyerek bunlar\u0131 ger\u00e7ekle\u015ftirin.<\/p>\n

– Maa\u015f ve terfi farkl\u0131l\u0131klar\u0131n\u0131 ortadan kald\u0131r\u0131n.<\/p>\n

ESET T\u00fcrkiye \u00dcr\u00fcn ve Pazarlama M\u00fcd\u00fcr\u00fc<\/em> ESET T\u00fcrkiye<\/strong>, siber g\u00fcvenlik alan\u0131nda kariyer hedefi olanlar\u0131n ESET T\u00fcrkiye<\/strong>\u2019ye de (ik@eset.com.tr<\/a>) CV\u2019lerini iletebileceklerini payla\u015ft\u0131. De\u011ferli<\/strong> ve s\u0131ra d\u0131\u015f\u0131 yeteneklere<\/strong> her zaman ihtiya\u00e7 oldu\u011funu payla\u015fan Erginkurban siber g\u00fcvenlik sekt\u00f6r\u00fcn\u00fcn<\/strong> T\u00fcrkiye\u2019de h\u0131zla b\u00fcy\u00fcd\u00fc\u011f\u00fcn\u00fcn alt\u0131n\u0131 \u00e7izdi.<\/p>","protected":false},"excerpt":{"rendered":"

Sorry, this entry is only available in Turkish. For the sake of viewer convenience, the content is shown below in the alternative language. You may click the link to switch the active language. Siber g\u00fcvenlik sekt\u00f6r\u00fcnde yetenek a\u00e7\u0131\u011f\u0131 oldu\u011fu uzmanlar taraf\u0131ndan belirtiliyor. D\u00fcnya \u00e7ap\u0131ndaki bu yetenek a\u00e7\u0131\u011f\u0131, g\u00fcn\u00fcm\u00fczde milyonlarla ifade ediliyor. Salg\u0131n sonras\u0131 \u00e7al\u0131\u015fanlar\u0131n kariyer […]<\/p>\n","protected":false},"author":1,"featured_media":156083,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[53,157],"tags":[65250,103509,103508,103510,65918],"views":81,"_links":{"self":[{"href":"https:\/\/www.enerjigazetesi.ist\/en\/wp-json\/wp\/v2\/posts\/156081"}],"collection":[{"href":"https:\/\/www.enerjigazetesi.ist\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.enerjigazetesi.ist\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.enerjigazetesi.ist\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.enerjigazetesi.ist\/en\/wp-json\/wp\/v2\/comments?post=156081"}],"version-history":[{"count":0,"href":"https:\/\/www.enerjigazetesi.ist\/en\/wp-json\/wp\/v2\/posts\/156081\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.enerjigazetesi.ist\/en\/wp-json\/wp\/v2\/media\/156083"}],"wp:attachment":[{"href":"https:\/\/www.enerjigazetesi.ist\/en\/wp-json\/wp\/v2\/media?parent=156081"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.enerjigazetesi.ist\/en\/wp-json\/wp\/v2\/categories?post=156081"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.enerjigazetesi.ist\/en\/wp-json\/wp\/v2\/tags?post=156081"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}