Record increase in the demand for privacy professionals
Data Privacy jobs report depicts demand for privacy pros at a record high level, all thanks to complex regulatory requirements and mass migration to cloud services.
Ever since the General Data Protection Regulation (GDPR) came online in the European Union in 2018, there has been an ongoing global march toward equivalent digital privacy legislation. A recruitment firm, TRU Staffing Partners has reported that the increasingly complex web of regulation, combined with mass movement to remote work as an after-effect of the Covid-19 pandemic has caused a record increase in the demand for privacy professionals. The requirement has increased to the highest level in over ten years. Last year 30% of data privacy jobs increased, with predictions that similar things are expected to happen in the coming years.
Privacy Pros in Much More Demand Than Ever
The research by TRU depicts that the job market not only has a prevailing shortage of privacy pros, but it is also facing constant ordeals in finding suitable people with remarkable skills and knowledge. As the distinctive needs of open data privacy jobs are increasing day by day.
The root cause lies in two main factors:
First, is regulations slowly coming online all over the globe. Second is the incredibly rising dependency on cloud services and digital platforms at offices. The second factor is causing an increase in data privacy jobs not just for internal matters associated with remote workers, but also a rise in online-only business from clients.
The demand for privacy pros is increasing day by day as it helps figure out how to keep organizations in abidance with a rising variety of applicable digital privacy laws, they also address the increasing online market of people who are becoming more conscious of the repercussions of giving so much personal data online.
Digital privacy regulations similar to something like the GDPR are becoming very important as the business is starting to move away from companies that develop a reputation for not having adequate cybersecurity or data handling techniques.
The data privacy jobs market is also considerably impacted by the widely changing state of maturity of privacy programs. The status of every company differs widely but this fact remains universally the same there is a global impulse to develop these programs and understand that more mature programs are causing better tangible business advantages.
Qualified privacy pros can be quite particular in this job market, and the studies show that they are searching for more than just compensation. They also look for companies that take privacy seriously and have a dedication to it that starts at the executive level. Candidates consider it a powerful sign that they will be appreciated in their role.
Privacy Jobs Tend to Have A Huge Scope In Future
The report discovers that privacy pros have some constant suspicions about the data privacy jobs they interview for. They have personal selection preferences for reporting structures, and they want to know exactly how their time will be divided in terms of privacy duties. They also question the “level-appropriateness” of their job post (often due to worries about their future ability to market themselves). Moreover, they are concerned about the technology tools the company uses and how the company motto is related to the privacy program.
The study also uncovers that when privacy pros make themselves available on the job market, they are hired within no time. In 2019, a skilled individual applying for data privacy jobs could generally anticipate an organization to take about three to six weeks to review everything and commit to them after initially sending their resume. In 2021, the process nearly took one week only. Privacy pros usually have at least two proposals to choose from at any given time and are averaging three during the time they are job-seeking.
Organizations hiring privacy pros quickly have also been influenced by virtual interviews becoming an industry norm. In the year 2021, 100% of first-round interviews were virtual. However, 90% of subsequent round interviews conducted were virtual.
The preponderance of virtual interviews for data privacy jobs shows the widening trend toward work-at-home models. TRU declares that 77% of its posts in 2021 were for fully work-from-home posts and that only 3% of privacy pros migrated for their new job (the number was 27% in 2014). Privacy pros also listed remote or hybrid work models as their best motivation, followed by mentorship possibilities, compensation, and upskilling opportunities.
Data privacy jobs also cost considerably more to fill in this market. Privacy pros enjoyed an increase of 22% in salary, generally commanding around $20,000 to $30,000 more per year for the same posts. A similar rise is anticipated to happen again by next year.
Compensation also differs fairly by industry. Big tech manages to pay the workers greatly, but the difference is smaller the more if the candidate is toward the entry-level. Telecom, retail, and entertainment are parallel with big tech and health care in recruiting more inexperienced workers but fall off considerably in terms of engineer and executive compensation. 75% of present data privacy jobs are at corporations, 20% are with consulting and software companies, and 5% are with law firms.
Conclusion
Privacy professionals are now in more demand than ever considering the need of organizations to not only keep themselves in compliance with applicable digital privacy laws but also to address their online market of consumers that are rapidly becoming aware of the drawbacks of putting their personal information online.
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