Mumbai: Staffing firms<\/a> have started to invest in training cloud<\/a> security engineers and penetration testers for onward deployment at clients, as the requirement for niche IT skills grows in a post-pandemic world. 孟买:人力资源公司已经开始投资于培训云安全工程师和渗透测试人员开始部署在客户的需求细分IT技能生长在一个流行后的世界。
TeamLease<\/a>, for instance, has adopted a ‘hire, train, deploy and manage’ model for its financial and healthcare sector clients that require such talent.
The staffing firm has undertaken two main variations of the model, according to Naren Bhagi, associate VP and business head, IT Infrastructure, TeamLease Digital.
In the first, the company bills its clients for talent during the training period, while in the other, the training costs of candidates are initially borne by TeamLease and then billed to the clients.
“If the skill set is too niche and the requirement is immediate, customers are willing to pay even during the training tenure,” Bhagi said.
The minimum training period for freshers and professionals with 1-2 years of experience is six months, during which the staffing firm invests in their training.
“If the customers want to wait, we train the resource for six months. After six months, there will be one round of assessment and we deploy the candidates to the customers…and they start paying for the resource. For the first six months, the training costs will be taken care of by us,” Bhagi added.
The role of a cloud security engineer, according to Team-Lease, involves multiple aspects like qualification\/skilling in Amazon Web Services or Azure cloud platforms.
Penetration testers — who typically fix security vulnerabilities in technology infrastructure — are required to be skilled in Windows and Linux operating systems and have basic programming knowledge.
There is a 25-30% demand-supply gap for the two roles currently, said Aditya Mishra, CEO of staffing firm CIEL HR Services<\/a>, as they are relatively new requirements, made urgent by the virus outbreak since organisations are shifting to the cloud from legacy IT infrastructure.
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teamleas例如,采取了“招聘、培训、部署和管理”模式对其金融和医疗行业客户,需要这样的人才。
人力资源公司进行了两个主要变化的模型,根据巴特尔Bhagi,副总裁和业务负责人,IT基础设施,TeamLease数字。
第一,公司账单客户对人才的培训期间,在其他候选人的培训成本最初是由teamleas然后付费客户承担。
新生和专业人员的最低培训期间有1 - 2年经验的是6个月,在此期间人力资源公司投资在他们的训练。
“如果客户想要等待,我们培训资源,为六个月。六个月后,会有一轮评估和我们将候选人部署到客户…,他们开始为资源买单。前六个月,培训成本将由我们照顾,”Bhagi补充道。
云安全工程师的角色,根据Team-Lease,涉及多个方面如资格/斯奇林在Amazon Web服务或Azure云平台。
渗透测试人员通常在技术基础设施修复安全漏洞,需要熟练的在Windows和Linux操作系统和基本的编程知识。
有25 - 30%的供需差距的两个角色目前,Aditya Mishra说猎头公司的首席执行官天蓝色的人力资源服务,因为它们是相对较新的需求,由病毒爆发以来组织紧急转移到云从遗留IT基础设施。
Mumbai: Staffing firms<\/a> have started to invest in training cloud<\/a> security engineers and penetration testers for onward deployment at clients, as the requirement for niche IT skills grows in a post-pandemic world.
TeamLease<\/a>, for instance, has adopted a ‘hire, train, deploy and manage’ model for its financial and healthcare sector clients that require such talent.
The staffing firm has undertaken two main variations of the model, according to Naren Bhagi, associate VP and business head, IT Infrastructure, TeamLease Digital.
In the first, the company bills its clients for talent during the training period, while in the other, the training costs of candidates are initially borne by TeamLease and then billed to the clients.
“If the skill set is too niche and the requirement is immediate, customers are willing to pay even during the training tenure,” Bhagi said.
The minimum training period for freshers and professionals with 1-2 years of experience is six months, during which the staffing firm invests in their training.
“If the customers want to wait, we train the resource for six months. After six months, there will be one round of assessment and we deploy the candidates to the customers…and they start paying for the resource. For the first six months, the training costs will be taken care of by us,” Bhagi added.
The role of a cloud security engineer, according to Team-Lease, involves multiple aspects like qualification\/skilling in Amazon Web Services or Azure cloud platforms.
Penetration testers — who typically fix security vulnerabilities in technology infrastructure — are required to be skilled in Windows and Linux operating systems and have basic programming knowledge.
There is a 25-30% demand-supply gap for the two roles currently, said Aditya Mishra, CEO of staffing firm CIEL HR Services<\/a>, as they are relatively new requirements, made urgent by the virus outbreak since organisations are shifting to the cloud from legacy IT infrastructure.
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