Unlocking Anne Arundel County's Workforce: Essential Insights for Employers
Through our Center for Cybersecurity Talent, we are committed to empowering our members with the knowledge and resources needed to thrive in the dynamic cybersecurity landscape. A key aspect of this commitment involves a deep understanding of the talent pool, both locally and regionally. We are appreciative of the recent comprehensive "Post-Pandemic Workforce Survey" conducted by our valued partner, the Anne Arundel Economic Development Corporation (AAEDC), alongside the Anne Arundel Workforce Development Corporation (AAWDC) and the Anne Arundel County Office of Emergency Management (OEM). This report offers a clear lens into the evolving employment landscape right here in Anne Arundel County, providing invaluable data for your recruitment strategies.
This insightful Post-Pandemic Workforce Survey was a collaborative effort, undertaken by the Anne Arundel Workforce Development Corporation (AAWDC), the Anne Arundel Economic Development Corporation (AAEDC), and the Anne Arundel County Office of Emergency Management (OEM). Their shared objective was to delve into the factors impacting workforce participation post-pandemic, seeking to understand why some individuals haven't returned to traditional employment and what motivates those actively seeking new opportunities. This extensive survey generated an unusually large response rate of over 5,000 unduplicated responses directly from former employees and job seekers, providing data unavailable elsewhere. This direct feedback empowers Anne Arundel County to better understand the population it serves and to frame effective policy decisions and outreach strategies moving forward.
For our cybersecurity employer members, these findings are particularly illuminating:
Traditional Drivers Remain Paramount for "Joiners": Forget the fleeting trends. Our survey confidently reveals that for those entering or re-entering the workforce ("Joiners"), the core motivators are strikingly traditional:increased salary and robust benefits are their top priorities, closely followed by opportunities for professional growth. While pandemic-era preferences like telework and flexible hours gained prominence, the data indicate they are surprisingly less influential than these enduring fundamentals for job seekers. This is a direct signal: for cybersecurity firms aiming to attract top talent, investing in competitive compensation and clear, accelerated career pathways is paramount.
Unified Outreach: A Clear Path Forward: The data offers a remarkable insight: the demographic profiles of individuals actively seeking employment and those who have opted out of the traditional workforce are remarkably similar. This simplifies your outreach efforts. You can craft unified and data-driven messaging that resonates across a broad spectrum of potential candidates, maximizing your recruitment impact for cybersecurity roles in Anne Arundel County.
Understanding the "Opt-Out" Phenomenon: For the 737 respondents who reported being unlikely to return to work, health concerns were a primary reason for leaving their jobs during the pandemic. However, a significant number of these individuals have successfully found alternative "gig" work or have otherwise successfully adjusted to new circumstances. This presents an opportunity for cybersecurity employers to be curious about new engagement models, perhaps exploring contract work or understanding what could draw this segment back into more traditional roles.
Where to Find Your Next Cybersecurity Talent: Our survey confirms what many already suspect: online job boards and social media are the leading tools job seekers use. Beyond digital platforms, word-of-mouth referrals also play a crucial role. This underscores the importance of a strong online presence for your cybersecurity job postings and actively leveraging your professional networks to find qualified candidates.
