New Employees Are the Weakest Link in Your Company Cyber Defense

The Overlooked Vulnerability: New Employees

Every organization’s security is only as strong as its weakest link, and often that link is human. Studies show that the vast majority of cybersecurity breaches stem from some form of human error. One 2025 industry report found that as many as 95% of data breaches are caused by human mistakes or missteps. While seasoned staff can also slip up, new employees present a unique risk to your company’s cyber defense. Unfamiliar with internal systems and security protocols, eager to impress, and often lacking cybersecurity awareness, new hires are prime targets for attackers. In their first weeks on the job, they may not recognize a cleverly disguised phishing email or an urgent request from a “manager” that’s a scam. This isn’t a hypothetical concern; it’s a reality backed by research. A recent study revealed that 71% of new hires are likely to fall for phishing or social engineering attacks within their first 3 months on the job. That makes onboarding periods a critical window of vulnerability.

Cybercriminals know that new team members are 44% more likely to click on malicious links compared to veteran employees. Attackers actively exploit this gap in experience and vigilance. For HR professionals business owners, and enterprise leaders, these findings should be a wake-up call. No matter the industry, from finance and healthcare to manufacturing or tech, if your new employees aren’t prepared to face cyber threats, your whole organization is at risk. In this article, we’ll explore why new staff are often the weakest link in cybersecurity, examine real-world examples of the damage that can result, and outline strategies to transform your people from a security liability into your first line of defense.

New employees face a steep learning curve, not just in their job duties, but in understanding their company’s systems, policies, and security practices. This lack of familiarity makes them vulnerable. Attackers bank on the fact that an inexperienced hire might not spot something “off” about a fraudulent email or unusual request. According to a 2025 phishing susceptibility report, new hires are far more likely to fall victim to phishing scams than their seasoned colleagues. Why is this the case? There are several contributing factors:

• Limited cybersecurity awareness: Many new employees simply haven’t been exposed to robust security training yet. They may be unaware of the latest threat tactics. If a person doesn’t know what phishing or ransomware is, how can they avoid it? Alarmingly, in some regions, a majority of employees cannot even define common cyber threats, for example, a study in Mexico found that 56% of people are unaware of phishing, and 76% don’t know what ransomware is. While this is just one regional snapshot, it underscores a widespread knowledge gap. Globally, 67% of organizations worry that their employees lack fundamental security awareness. New hires, often coming from varied backgrounds or straight out of school, may have never received cybersecurity education before. This makes them easy prey for social engineers.
  
• Unfamiliarity with company processes: Attackers often exploit what new staff don’t know about internal protocols. For instance, a fresh hire might not realize that a CEO would never personally email them for an urgent funds transfer, so when a spoofed email from “the CEO” lands in their inbox, they take it at face value. Impersonation of executives (CEO fraud) is a common ploy targeting newcomers. The new employee receives an urgent message appearing to be from a high-ranking officer (often the CEO or CFO), asking them to wire money or send sensitive data. Threat actors have far greater success with this trick on inexperienced staff than on veterans. New hires are “unfamiliar with internal communication norms,” as one study noted, so they may comply without question. Similarly, a novice in the finance department might not yet know the standard vendor payment procedures, making them susceptible to fake invoice scams. Attackers will impersonate a known supplier and send a bogus invoice or a change-of-bank-details request. A well-meaning new employee, eager to be responsive, could process the payment to a criminal’s account. In short, a lack of institutional knowledge leaves new staff unsure what’s legitimate and what isn’t.
  
• Desire to prove themselves: New hires typically want to be seen as helpful and capable. This psychology can be leveraged by attackers. Scammers craft messages that prey on obedience and urgency, “I need this done immediately,” or “don’t disappoint the boss.” Eager to make a good impression, a new employee might rush to action rather than double-check an odd request. Hackers count on this. Whether it’s a phony HR email asking them to “update your benefits information” (but harvesting credentials) or a direct message from an impostor posing as IT support, the pressure new hires feel to do things quickly and correctly can override their caution.
  
• Isolation (especially in remote/hybrid settings): If the new employee is remote or hasn’t integrated socially yet, they may not have an easy way to verify suspicious communications. They might not feel comfortable pinging the CEO or a colleague to ask, “Did you send this request?” This isolation can increase risk. Attackers often scout LinkedIn for announcements of new job hires. As soon as someone posts that they joined a company, scammers may target them with phishing emails or text messages pretending to be from their new employer’s leadership. In one discussion, security professionals noted a rise in LinkedIn-triggered phishing, where new hires who publicize their new job get emails from criminals impersonating company executives with fake tasks or welcome instructions. Without a strong support system, a newbie might fall for it.
  

The combination of these factors explains why new employees are disproportionately the cause of security incidents. Human error is behind a huge share of breaches, one study by Stanford University found that about 88% of data breaches were caused by employee mistakes. Attackers know the easiest path into a secure network is often through the people, not the technology. And among those people, the newest folks on the roster are the least prepared to thwart the attack. Recognizing this “weakest link” is the first step; the next is understanding how, specifically, that weakness gets exploited.

What kinds of cyber threats are most likely to trip up a new hire? While any employee can be targeted by generic attacks, some tactics are deliberately aimed at inexperienced staff. Here are the most common threats and errors involving new employees:

• Phishing Emails: These are fraudulent messages designed to trick the recipient into clicking a malicious link, downloading a malware-infected attachment, or giving up sensitive information. New employees are prime phishing targets. They might receive an email that “looks official,” perhaps using the company logo or a spoofed address similar to an internal one. As noted, nearly three-quarters of new hires will click a phishing link or be duped by a phishing scam within their first few months. Whether it’s a fake “IT support” email asking them to reset their password on a malicious site, or a bogus HR onboarding form requesting personal data, phishing attempts abound. Smishing (SMS/text phishing) and vishing (voice phishing) calls can also target new staff, pretending to be from the company’s tech team. Without training to recognize warning signs (like poor grammar, mismatched URLs, unexpected requests for credentials, etc.), new hires often fall victim.
  
• CEO and Executive Impersonation (Business Email Compromise): As described earlier, attackers love to impersonate high-level executives and prey on new employees’ deference to authority. This is a form of Business Email Compromise (BEC). For example, a scammer might use an email address that looks just like the CEO’s (or actually spoof the CEO’s exact address if they’ve been compromised) and email a newcomer in finance: “I’m traveling and need you to urgently wire $50,000 to this account for an important vendor payment. I trust you’ll handle this immediately.” A seasoned employee might think, “This is odd, why would I be asked for this, and via email?” But a new hire might assume it’s normal and comply. Such CEO fraud attacks succeed far more often with new hires due to their inexperience. The consequences can be severe, including financial loss, data exposure, and more. (We’ll see an example of this in the next section.)
  
• Fake Vendor Invoices and Payment Scams: New employees in accounting or procurement roles are targeted with vendor impersonation scams. The attacker pretends to be a supplier or client, informing the company of updated banking details or sending an invoice for a legitimate-sounding service. An uninitiated staffer might process the payment or update the account info without verifying through another channel. Attackers know new hires might not yet be familiar with all the vendors or the standard verification procedures, so they exploit that gap. This can lead to significant financial theft before anyone realizes a payment went to a fake account.
  
• Misdirected Emails and Data Mishandling: Not all security incidents are external attacks; sometimes an internal mistake can leak data. A new employee might unintentionally send a sensitive document to the wrong email address or fail to follow data handling policies simply because they don’t know them well. For instance, using personal email or cloud storage to transfer work files, or not properly securing confidential reports. These errors can open the door for data breaches. One analysis noted that sending information to the wrong recipient (misdelivery) is a common human error contributing to breaches. New hires juggling a flood of onboarding information might be more prone to such slips.
  
• Weak Passwords or Credential Sharing: Without guidance, a new hire might reuse an easy password (maybe the same one they use elsewhere) or share their login credentials with a colleague to be “helpful.” Attackers attempt to capture credentials through phishing, and if a new employee’s password hygiene is poor, it could be a master key to your systems. Ensuring strong password practices from day one is crucial (like using password managers and multi-factor authentication).
  
• Shadow IT and Unapproved Software: Eager to be productive, new staff might install apps or use personal devices in ways that bypass security controls (e.g., using a personal USB drive to transfer files, or installing an unapproved tool because it helps get work done faster). This “shadow IT” introduces vulnerabilities; IT can’t protect what it doesn’t know about. New hires may not realize the risks of, say, plugging in a personal thumb drive or using a free tool without permission. Such actions can introduce malware or create backdoors.
  

In summary, new employees face a minefield of threats, from external scams targeting their naiveté to internal mishaps from simply not knowing the rules. Next, we’ll look at a few incidents that illustrate how these scenarios play out in real life, driving home the impact they can have on organizations.

High-profile cyber incidents often have one thing in common: an employee mistake set the stage. When that employee is a new hire, the situation can be especially fraught, for both the individual and the company. Let’s examine a couple of examples that highlight the stakes involved:

1. The Costly CEO Fraud at a Media Company: In a notable case, a UK media firm fell victim to a classic CEO impersonation scam with a twist: the target was a relatively new employee in the finance department. Hackers, posing as the company’s CEO, who was on vacation, conned the employee into making a series of wire transfers totaling $138,000 to a fraudulent account. The employee, Patricia Reilly, had only recently joined the organization and believed she was dutifully following orders from her boss. The fallout was bitter: Patricia was fired after the incident, and the company even attempted to sue her to recoup the losses, accusing her of negligence. However, during the legal proceeding it came to light that she had never received any formal cybersecurity training at work. In her defense, this lack of training was a key point. How was she to know the red flags of a BEC scam if no one taught her? Ultimately, the court ruled in Patricia’s favor, finding that it was the targeted cyberattack, a sophisticated deception, that truly caused the loss, not just her actions alone. This case is a cautionary tale: blaming an employee for being duped is misguided if the company failed to prepare them in the first place. It underlines the importance of training and a no-blame culture (we’ll discuss more on culture later), had Patricia been educated on security awareness, the situation might have been avoided altogether.

2. The Untrained New Hire and the Phished Church Funds: In another dramatic example, an Ohio church learned how one employee’s lack of cyber savvy could lead to enormous loss. A newly hired staff member at the Saint Ambrose Parish was managing communications with a construction firm working on a project. Attackers took note and impersonated the construction company via email, telling the church that the contractor’s bank account details had changed. Over two months, the unsuspecting employee faithfully sent around $1.75 million to what she thought was the contractor’s new account; in reality, it was controlled by cybercriminals. This long-con phishing scheme drained the church’s funds. When the fraud was finally discovered, the employee was devastated. While she wasn’t legally punished, the church suffered a massive financial blow (and insurance did not fully cover social engineering losses). The root cause? Again, a lack of awareness, the employee had not been trained to verify such critical changes via a secondary channel or spot the subtle signs of a phishing ploy.

3. Record-Breaking CEO Scam at a Global Firm: Even experienced employees can fall for well-crafted schemes, but newness plays a role in how boldly attackers operate. At an international manufacturing company (Tecnimont SpA), criminals researched the corporate hierarchy and crafted an elaborate CEO fraud targeting an executive in a regional office. Using a mix of urgent emails and phone calls, the scammers convinced the head of the India division that a secret acquisition was in progress and urgent confidential transfers were needed. Over a week, the executive authorized three transfers totaling $18.6 million to a Hong Kong bank before the scam was uncovered. While the person tricked here was a senior employee, the case shows the scale of damage human error can cause. One can imagine how a less experienced person with fewer internal verification processes could be similarly manipulated for huge sums.

These examples drive home a few key points:

• Human errors (often stemming from lack of training or oversight) can directly translate into financial and reputational damage. Whether it’s $100k or $1M+, the losses are very real.
  
• New or untrained employees are frequently at the center of these incidents, not out of malice or even gross negligence, but because they weren’t adequately prepared to counter skilled deception.
  
• Aftermath often reveals training gaps. In the media company case, the judge’s decision hinged on the fact that the employee wasn’t trained, implicitly putting responsibility back on the employer’s shoulders. Organizations cannot assume new hires “just know” how to spot scams. Preparation is everything.
  

Fortunately, there are concrete steps companies can take to mitigate these risks. The next sections will cover how to strengthen your human firewall, starting from the moment a new hire joins, and cultivating an ongoing culture of security awareness.

If new employees are the weakest link, we can and must forge that link to be stronger through effective training and support. Security awareness shouldn’t be an afterthought reserved for annual compliance modules; it needs to begin during onboarding and continue throughout an employee’s tenure. Here’s how organizations can fortify new hires against cyber threats from day one:

1. Integrate Cybersecurity into Onboarding: Make security awareness a core part of the induction process. This means that in a new hire’s first week (if not their first day), they receive training on basic cybersecurity practices, common threats (like phishing), and the company’s security policies. They should learn, for example, how to verify unusual requests, how to report a suspected phishing email, and what not to do (like never share passwords or plug in unknown devices). “Security awareness should be a core part of onboarding, not an afterthought or something we expect employees to ‘catch up on’ later,” says Greg Crowley, CISO at eSentire. In practice, this could involve an interactive training session (in-person or virtual), videos, or hands-on exercises like a guided phishing simulation. The key is to impress upon new hires that security is a priority from the start. Interestingly, research shows employees expect this; many workers believe cybersecurity training should start on day one and see it as the company’s responsibility to provide it. Don’t disappoint them, or you might pay for it later.

2. Emphasize the “Why” and Potential Scenarios: New employees are more likely to follow security practices if they understand why it matters. Share statistics and examples as part of training: for instance, explain that human error accounts for the majority of breaches and that even a single click can have far-reaching consequences. Highlight real scenarios relevant to your industry. If you’re a finance company, maybe describe a phishing attempt on a financial controller; if healthcare, a ransomware incident via a malicious email. When people see how it could personally impact their job or company, it resonates. As one security expert advises, “education should be specific and actionable to an individual’s work”, meaning tailor the content if possible to the roles of the new hires. A marketing assistant might need slightly different guidance (e.g. beware of social media scams or fraudulent client emails) compared to an IT technician (e.g. caution with admin privileges). This relevance keeps training engaging.

3. Use Simulated Phishing and Interactive Learning: Don’t just lecture, let new hires experience a safe simulation. Many companies conduct phishing email tests as part of onboarding. For example, after initial training, you might send a benign “fake” phishing email to new employees to see if they click it or report it. If someone falls for it, use it as a positive learning opportunity, not a punishment. Walk them through the red flags they missed. According to experts, incorporating phishing simulators that mimic real attacks is highly effective in teaching employees to recognize and respond correctly to threats in a dynamic way. Gamified training modules, quizzes, and even cybersecurity escape-room style challenges can also reinforce lessons in a way that sticks far better than boring slide decks. Remember, the goal is behavior change, not just knowledge. Engaging, hands-on training helps new employees build good security habits from the outset.

4. Reinforce Continually (Beyond Orientation): One-and-done training is not enough; people forget, and threats evolve constantly. Make security awareness an ongoing journey. Many organizations schedule periodic refreshers, like monthly or quarterly phishing simulations, short e-learning updates, or security newsletters. 38% of companies now provide cybersecurity training to staff every month, reflecting a recognition that one-off sessions aren’t sufficient. Ideally, new hires should get extra attention in their first few months (when they’re most vulnerable), but all employees benefit from regular practice and updates. Consider a 30-60-90 day check-in: at 30 days, a review quiz or discussion; at 60 days, perhaps a new training module; at 90 days, another simulated phishing test to ensure they’ve improved since day one. By building multiple touchpoints, you cement the knowledge and also signal that security is not just a box to tick at orientation, it’s a continuous part of work life.

5. Provide Clear Policies and Reporting Channels: Often, new employees make mistakes simply because they’re unsure of the correct procedure. Remove that uncertainty. During onboarding, give them a clear, plain-language rundown of key security policies: e.g., “All financial transfer requests must be verified by phone call to the requester,” or “Never install software without IT approval, here’s how to request tools properly.” Ensure they know exactly what to do if they suspect a threat or if they think they messed up. Make it easy: a single email address or hotline for reporting security incidents or phishy messages, and encourage them that it’s always better to pause and ask. One survey found that only 39% of employees felt “very likely” to report a security incident, often because they wouldn’t even realize they caused one or they don’t know the process to report. By clearly outlining “If X happens, contact Y immediately” and removing fear of repercussions, you empower new team members to act swiftly when something’s wrong.

When these steps are implemented, new employees can transform from soft targets into strong defenders. Companies that invest in thorough security training see measurable improvements. One global report noted that 89% of organizations observed better security posture after rolling out awareness training programs. The initial effort pays dividends in preventing costly incidents. However, training alone isn’t a silver bullet. Equally important is shaping the company’s culture and environment so that security awareness thrives. In the next section, we delve into how leadership and culture can ensure new hires (and all employees) truly become part of a “human firewall” protecting the enterprise.

Technology and training aside, perhaps the most powerful component of cyber defense is organizational culture. Culture sets the tone for whether employees feel responsible for security and whether they feel comfortable acting on their training. To support new employees in particular, companies should strive to build a security-first culture that is welcoming, open, and resilient. Here’s what that entails:

1. Lead by Example: Culture starts at the top and spreads peer-to-peer. If a new hire observes that their manager and senior colleagues consistently follow security best practices, they will mirror those behaviors. On the other hand, if they see people propping open doors, sharing passwords, or ignoring phishing tests, they’ll assume security isn’t taken seriously. Encourage senior employees to model good security habits, like using password managers, being cautious with emails, and adhering to policies. Their influence is huge: “When senior team members model good security habits, others notice and follow,” notes CISO Greg Crowley. Consider implementing a “buddy” or mentorship system where each new hire is paired with a seasoned employee who can answer security questions and guide them. This not only gives the newcomer a go-to person for any uncertainties (“I got this weird email, is it legit?”) but also reinforces to the veteran staff their role in coaching others on security.

2. Encourage Open Communication (No Blame, No Judgment): One of the biggest cultural barriers to security is fear. If employees are terrified they’ll be punished or humiliated for making a mistake, they might hide it, which can turn a manageable incident into a full-blown breach. Especially for new hires, who are already anxious to prove themselves, it’s critical to establish psychological safety. Make it abundantly clear that if they click something they shouldn’t have or suspect they’ve fallen for a scam, the priority is to report it immediately, not to cover it up. Do not foster a culture of shaming people for errors. As the saying goes, “create an open, judgment-free culture” for cybersecurity. Some companies even frame reported mistakes as positive “lessons learned” and avoid punitive measures for the first offense. In the case of the media company scam we discussed, the employer’s attempt to punish the employee was counterproductive, not only morally but in sending the message to other staff that owning up to a security lapse could cost them their job. You want the opposite message: We’ve got your back, just speak up! Crowley emphasizes that seasoned employees should openly share their past goofs, “hey, I once clicked something bad too, just report it quickly”, to help create that environment of trust. When new employees see that honesty is met with support (and swift action to fix issues), they’ll be far more likely to raise a hand if something seems wrong.

3. Make Security Everyone’s Responsibility: A pervasive issue is when staff, especially those outside IT, think cybersecurity is “someone else’s job.” That mindset leaves gaping holes. Strive to instill the belief that every employee has a role in protecting the company. Unfortunately, many workers don’t feel this ownership. A survey by Tessian found that nearly 1 in 3 employees don’t think that they play a role in maintaining their company’s cybersecurity. You can counter this by regularly communicating the idea that security is part of the corporate mission and each person is a vital link in the chain. Recognize and reward good security behaviors to reinforce involvement, for example, praise a new hire in a team meeting if they correctly identified and reported a phishing attempt. Some organizations run friendly competitions or provide small incentives (like gift cards or “Security Champion” awards) to teams with strong phishing test performance or innovative security suggestions. When people see that security is valued and expected at all levels, it becomes ingrained in daily work rather than viewed as an IT-only concern.

4. Implement Clear, Supportive Policies: Having policies is one thing; making sure employees actually know and follow them is another. We saw earlier that a significant number of employees are unaware of their company’s security policies or find them unclear. Close that gap by simplifying policies and communicating them often (especially to newcomers). For example, a policy might state “All remote access requires VPN and no work files on personal cloud accounts”, but if this isn’t emphasized in training and reminders, a new remote worker might violate it out of ignorance. Also, adapt policies to feedback: if employees say a certain security step is confusing or hindering their work, don’t just label them “weak links”, improve the process. Security should enable business, not stifle it. Solicit input from new hires on any security pain points they encounter in their first months; fresh eyes can spot issues others overlook. By iterating your practices, you strengthen overall compliance.

5. Foster Collaboration Between Security and HR: HR plays a crucial role in a security-first culture, especially with onboarding new employees. HR and IT/security departments should work hand-in-hand to ensure messaging is consistent. HR can emphasize during hiring and orientation that the company has a strong security culture and explain why certain rules exist (for instance, why background checks are done, or why multi-factor authentication is required; it’s about protecting everyone’s data). HR is also often the producer of new employee packets and e-learning content, so partnering with security folks to embed engaging, up-to-date training there is key. Moreover, HR can help track and ensure completion of required security training and work with managers to schedule it promptly. By treating cybersecurity training as just as important as workplace safety training or harassment training, it sends a signal that it’s part of the fundamental onboarding checklist.

In a positive security culture, new employees feel empowered and motivated to be vigilant. They won’t think twice about double-checking a strange request or hitting the “report phishing” button because that’s “just how we do things here.” And if they slip up, they’ll promptly seek help to contain any damage, knowing the organization prefers a learning opportunity over blame. As one cybersecurity leader put it, “It’s the security team’s responsibility to create a culture of empathy and care” so that employees trust that security measures are in everyone’s best interest. When you achieve that culture, technology, and training have fertile ground to take effect, and even brand-new hires can become strong contributors to your cyber defense.

New employees may start as the “weakest link” in your company’s cyber defenses, but they don’t have to stay that way. With the right approach, today’s naïve newcomer can become tomorrow’s cybersecurity champion. The difference lies in preparation, support, and mindset. It’s worth remembering the adage that the strength of any chain is equal to its weakest link, so smart organizations invest in reinforcing every link. That means equipping new hires with knowledge and tools, reinforcing that training continuously, and nurturing a culture where security is everyone’s responsibility.

When each employee, from the intern to the CEO, understands their role in protecting the company and feels empowered to act, the human element transforms from a liability into an asset. As one security expert noted, an untrained employee might indeed pose a risk, but a well-trained, engaged employee can become the first line of defense. Your new hires are not automatically destined to trigger the next breach; if you onboard them with a security-first mindset, they will instead help prevent that next breach.

In closing, defending against cyber threats is a team sport. Attackers may target the newest team members, but by proactively fortifying those members with awareness and fostering an environment of vigilance and open communication, you turn your workforce into a human firewall. Over time, this can become one of your strongest defensive layers, something no hacker toolkit can easily defeat. The goal is simple: transform each “weak link” into a strong link, and thereby build an unbreakable chain of cyber defense across your entire enterprise.

FAQ

What makes new employees a prime target for cyberattacks?

New hires often lack familiarity with company systems, security policies, and internal communication norms. Attackers exploit this gap with phishing, CEO fraud, and fake vendor scams, knowing that new staff may be eager to please and less likely to question unusual requests.

What are the most common cybersecurity threats aimed at new hires?

Common threats include phishing emails, executive impersonation (business email compromise), fake vendor invoices, weak password practices, misdirected emails, and the use of unapproved software or devices (shadow IT).

Can you share real-world examples of breaches caused by new employees?

Yes. In one case, a UK media company lost $138,000 when a new finance employee fell for a CEO impersonation scam. In another, an Ohio church lost $1.75 million after a new hire wired funds to criminals posing as a contractor. Both incidents highlight the risks of inadequate training.

How can companies reduce cybersecurity risks from new hires?

Organizations should integrate security training into onboarding, use phishing simulations, reinforce learning regularly, create clear reporting channels, and foster a no-blame culture where employees feel safe to report mistakes immediately.

Why is security culture important for preventing breaches by new staff?

A strong security-first culture ensures new hires see cybersecurity as everyone’s responsibility. When leaders model good habits, policies are clear, and employees feel supported rather than judged, they are more likely to act cautiously and report threats quickly.