The “Light and Shadow” of Quantum Computers in Finance: What Are the Emerging “Post-Quantum Cryptography Standards”?

The National Institute of Standards and Technology (NIST) in the United States is advancing the standardization of post-quantum cryptographic algorithms in preparation for the evolution of quantum computers. In August 2024, three out of four candidate algorithms were officially recognized as “Federal Information Processing Standards (FIPS).” These cryptographic methods aim to withstand potential cyberattacks from future quantum computers, significantly impacting the financial industry.

This article will discuss the emerging post-quantum cryptography standards, explore the fundamental principles of quantum computing, and outline the practical pathways for its implementation, along with the “light and shadow” it brings to the finance sector.

Written by: Makoto Shibata, Head of FINOLAB

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What Are the Post-Quantum Cryptography Standards Announced by NIST?
(Photo/Shutterstock.com)

Table of Contents:

  • The National Institute of Standards and Technology (NIST) Announces “Standards” for Post-Quantum Cryptography
  • The “Fundamental Principles” of Quantum Computers and Their Current State of Practical Application
  • The “Light and Shadow” of Quantum Computers in the Financial Sector
  • Three “Post-Quantum Cryptography Standards” Released by the National Institute of Standards and Technology
  • Prospects for “Quantum Computing and Finance”

The National Institute of Standards and Technology (NIST) Announces “Standards” for Post-Quantum Cryptography

On August 13, the National Institute of Standards and Technology (NIST) officially recognized three out of four previously developed post-quantum cryptography (PQC) algorithms as Federal Information Processing Standards (FIPS).

These algorithms are designed to withstand future cyberattacks that may leverage quantum computers, and NIST has recommended their use for secure applications.

This article will outline the background of the standardization process and its significant implications for the financial industry, as well as summarize the details of the released algorithms.

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Three types of post-quantum cryptography were announced on the NIST website.
(Source:NIST

The “Fundamental Principles” of Quantum Computers and Their Current State of Practical Application

Quantum computers are a new type of computer that utilize the principles of quantum mechanics for computation.

In contrast to traditional computers (classical computers), which use bits that can be in one of two states (0 or 1) and perform calculations based on whether an electrical current flows or not, quantum computers use quantum bits (qubits) that can exist in both states simultaneously (a phenomenon known as “quantum superposition”). This capability allows quantum computers to perform many calculations in parallel.

Additionally, quantum computers leverage a phenomenon called “quantum entanglement,” which enables qubits to be strongly correlated, allowing for more complex calculations to be performed efficiently. This means that for certain problems, quantum computers could potentially solve calculations that would take classical computers an extremely long time to complete.

The theoretical expectation is that once quantum computers are fully realized, tasks such as factorizing large numbers (in the range of thousands of digits) that currently take supercomputers hundreds of years could be accomplished in mere seconds or hours. However, many experts believe that given the current technical challenges, it may still take over a decade to achieve this level of capability.

Currently, quantum computers are classified as “Noisy Intermediate-Scale Quantum” (NISQ) devices, which tend to experience many errors and are difficult to operate stably over long periods.

Despite these challenges, recent advancements in “quantum error correction technology,” the development of new codes (like GKP), and improvements in hardware efficiency through superconducting methods and ion trap technologies have raised hopes for breakthroughs that could shorten the timeline to practical applications.

Moreover, before the development of general-purpose quantum computers, there has been progress in the practical application of “quantum annealing,” a method of quantum computing that accelerates specific calculations, such as optimization problems. This technology is beginning to be utilized in fields such as drug discovery, compound generation, route calculation, and shift management.

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“IBM Quantum System One,” a quantum computer installed in Japan, and the author.

The “Light and Shadow” of Quantum Computers in the Financial Sector

The practical implementation of quantum computers is expected to have various impacts on financial services, and it is believed that these sectors will benefit from the advancements in quantum computing in the following ways:

Improvement in Investment Performance

Quantum computers have the potential to execute complex calculations quickly that current computers struggle to handle, particularly in risk management and portfolio optimization. This advancement would allow financial institutions to conduct more sophisticated risk assessments and develop investment strategies, leading to improved investment performance.

Enhanced Predictive Accuracy

Utilizing the high-speed computational capabilities of quantum computers could significantly enhance the accuracy of financial market predictions. In high-frequency trading (HFT), for example, the ability to predict market trends instantaneously would allow for optimal trading, thus increasing competitive advantage.

Advancement of Derivative Operations

Quantum computing’s advanced computational power could also be beneficial in evaluating and simulating complex derivatives (financial derivatives). This would enable real-time risk hedging and pricing, allowing for quicker and more accurate financial services.

Upgraded Scoring Models

In credit risk assessment, the use of quantum computers is anticipated to yield improvements as well. They can quickly analyze vast amounts of data to create more accurate credit scoring models, streamlining the approval processes for loans and credit cards.

Enhanced Fraud Detection

With the ability to rapidly detect complex patterns, quantum computers are expected to play a significant role in identifying financial fraud. By combining AI with quantum computing, real-time fraud detection can become more accurate, helping protect financial institutions and their customers.

However, current financial transactions rely on public-key cryptography for security. This system is based on mathematical problems that are difficult to solve with classical computers, such as factoring large integers (e.g., RSA encryption) and the discrete logarithm problem (e.g., DSA – Digital Signature Algorithm).

As quantum computers advance, they may be able to solve these problems quickly, rendering traditional encryption methods vulnerable. This raises several concerns regarding the security of financial services:

Transaction Security

Many digital financial transactions, including online banking, depend on public-key cryptography to ensure data authenticity. If quantum computers become operational, there is a risk that encrypted transaction messages could be decoded instantly, leading to potential fraud.

Privacy Protection

Customer personal data held by financial institutions is encrypted for security. However, if quantum computers enhance decryption capabilities, the risk of data breaches increases, which could lead to privacy violations.

Effectiveness of Timestamps

Should quantum computers be able to decrypt public-key encryption’s private keys, attackers could generate new signatures on historical data, allowing them to create altered timestamps. This could mislead users about when data or transactions actually occurred, making it difficult to detect tampering.

The risk of such vulnerabilities in encryption has significant implications for many industries as digitalization advances. In the financial services sector, information security is a critical requirement for business operations. Consequently, there is a growing need to explore new cryptographic algorithms to address the risks posed by the practical implementation of quantum computers.

Transitioning to new encryption methods requires considerable time and cost, and given the potential for timestamp tampering, it is essential to begin changing these methods immediately.

NIST (National Institute of Standards and Technology) has stated that “due to the evolution of quantum computers, existing RSA encryption (2048-bit key length) may be broken by 2030.” As a result, NIST began serious consideration of new quantum-resistant cryptographic technologies in 2016.

Three “Post-Quantum Cryptography Standards” Released by the National Institute of Standards and Technology

The three algorithms that have become FIPS standards (203, 204, and 205) consist of one key exchange algorithm and two electronic signature algorithms (one of which serves as a backup).

FIPS 203

This standard incorporates a “Key Encapsulation Mechanism (KEM)” designed to facilitate key exchange for general encryption and data confidentiality. The standard adopts the lattice-based algorithm “CRYSTALS-Kyber,” which has been renamed to “ML-KEM (Module-Lattice-Based Key-Encapsulation Mechanism).”

FIPS 204

This standard adopts the lattice-based electronic signature algorithm “CRYSTALS-Dilithium.” Its name has been changed to “ML-DSA (Module-Lattice-Based Digital Signature Algorithm).”

FIPS 205

This standard incorporates the electronic signature algorithm “SPHINCS+,” which uses a hash function. The algorithm has been renamed “SLH-DSA (Stateless Hash-Based Digital Signature Algorithm).” This algorithm is intended as a backup in case the ML-DSA proves to be vulnerable.

Prospects for “Quantum Computing and Finance”

In addition to the three types of algorithms released this time, a new standard is scheduled to be published in the second half of 2024:

FIPS 206

This standard will adopt the electronic signature algorithm “FALCON,” which utilizes lattice cryptography. The algorithm’s name will be “FN-DSA,” which stands for Fast Fourier Transform (FFT) over NTRU-Lattice-Based Digital Signature Algorithm.

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NIST announced the four final candidates for post-quantum cryptography algorithms in July 2022.
(Source: NIST

NIST recommends the prompt implementation of these new standards into systems. Additionally, NIST is evaluating other candidate algorithms, which could lead to the inclusion of more standards in the future, providing a layered security approach capable of addressing complex attacks.

Alongside the algorithms that are difficult to decipher even with quantum computers, the development of Quantum Key Distribution (QKD) technology, which utilizes principles of quantum mechanics to securely share cryptographic keys, is also progressing. QKD offers a physically secure communication channel, protecting against eavesdropping and tampering. Various methods, such as fiber-optic and satellite communication, are being developed, though implementing them on a large scale for long-distance networks will still take time.

Considering the future cryptographic methods for financial transactions, it is essential to plan a shift from existing methods in line with the technological advancements in quantum computing. However, there is no immediate urgency for the implementation of NIST’s newly published post-quantum cryptography standards. Nonetheless, for long-term effective timestamps that could be subject to retrospective tampering, a swift review of the cryptographic algorithms used in electronic signatures is advisable.

The Financial Industry’s Surge in Mid-Career Hiring: How Have the Job Market and Essential Skills Changed in Japan?

In 2024, some major banks plan to hire more mid-career professionals than new graduates for the first time, reflecting challenges in adapting to today’s rapidly changing technological and competitive landscape. With fintech and other new initiatives on the rise, existing employees’ skills are often insufficient to meet these needs. In this article, Makoto Shibata, Head of FINOLAB, discusses changes in the financial labor market and the growing skill gap in financial institutions.

Written by: Makoto Shibata, Head of FINOLAB

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What does the increase in mid-career hiring by financial institutions mean? A detailed explanation will follow later.

Table of Contents:

  1. The Decline in Popularity Behind the Surge in Mid-Career Hiring
  2. Four Reasons Young Employees in Financial Institutions Decide to Resign
  3. The Reasons for Increased Employee Turnover
  4. A Persistent Shortage of “Next-Generation” Bank Employees with Skills
  5. Five Essential Skills Needed for Future Financial Workers
  6. The Current Situation of the “Skill Gap” in Japan’s Financial Industry
  7. Conclusion: How Can Financial Institutions Secure New Talent?

The Decline in Popularity Behind the Surge in Mid-Career Hiring

According to Nikkei, Mitsubishi UFJ Bank plans to increase mid-career hires from 347 in 2023 to 600 in 2024, while new graduate hires from 354 to 400. This marks the first time mid-career hires will exceed new graduates.

Across major banks, mid-career hires are approaching 50% of total hires, signaling a shift from the traditional model where employees were hired as new graduates and trained through experience in various departments.

This shift stems from the declining popularity of banks as desirable employers, leading to a drop in new graduate hires. According to a 2024 employment survey by HR Research Institute and Rakuten Minshu, major banks and trust banks, once consistently in the top three industries for job seekers, have now fallen to 9th place among humanities students and out of the top 10 for science students.

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Top 10 Most Desired Industries
(Source: HR Research Institute × Rakuten Minshu: 2024 Graduate Employment Survey)

Four Reasons Young Employees in Financial Institutions Decide to Resign

The resignation rate among young employees in financial institutions has been rising, with many leaving within a few years of being hired. This is making it increasingly difficult to manage workforce planning based solely on new graduates. According to an October 2024 report from the Ministry of Health, Labour, and Welfare, 26.3% of university graduates hired in 2020 for financial and insurance sectors resigned within three years.

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Resignation Rates Within Three Years by Industry
(Source: Ministry of Health, Labor, and Welfare “Resignation Rates for New Graduates (March 2020 Graduates)”)

Here are four main reasons cited for the high resignation rate:

Tough Sales Quotas
Employees are often pressured to push products such as investment trusts or loans that offer little benefit to customers. Additionally, when banks decide to halt loans, even when the customer’s business is progressing, employees experience internal conflict as they have to prioritize the bank’s interests over the client’s.

Conservative Culture
Many financial institutions still adhere to rigid, traditional rules and ideas from superiors, limiting flexibility in the workplace. There is a prevailing fear of unreasonable job transfers, especially to regional offices, which are often viewed as demotions. Experiencing such transfers is seen as veering off the standard promotion track in the banking sector.

Dissatisfaction with Career Advancement
Career growth in banks tends to emphasize hierarchical promotions and seniority, leaving less room for personal growth in terms of job content. Employees express frustration when, despite their hard work, evaluations are attributed to their supervisors, making it unclear how to advance or improve one’s role.

Dissatisfaction with Working Conditions
Although senior positions at major banks may eventually offer salaries exceeding 10 million yen by the time employees reach their 30s, the starting salary is not particularly high. Many young employees are unable to endure the initial years and seek better conditions elsewhere. Furthermore, younger employees are less likely to tolerate long hours and low compensation, as they no longer see delayed rewards as sufficient motivation.

The Reasons for Increased Employee Turnover

According to a survey conducted by the Japan Management Association in 2023, approximately 30% of new employees express a desire to change jobs or pursue independent careers right from the start of their employment. This shift in mindset reflects changing attitudes towards job transitions and career paths.

As a result, companies are now able to recruit a broader range of candidates for mid-career positions compared to previous years. 

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“30% of new employees express a desire to change jobs or pursue independent careers right from the start.”
(Source: Japan Management Association, “2023 New Employee Awareness Survey”)

A Persistent Shortage of “Next-Generation” Bank Employees with Skills

The changes in labor market conditions mentioned earlier suggest that simply hiring mid-career professionals to replace those who leave may not suffice. The fundamental issue lies in the fact that technological advancements and changes in the competitive environment are making existing employees’ skills inadequate for new business demands.

In mid-career hiring, there is fierce competition for specialists broadly referred to as “digital talent,” including roles like data analysts, application developers, and UI/UX designers.

However, the definitions of these new job roles often remain ambiguous. Consequently, many organizations struggle to analyze the skills gap between what is needed in new business areas and the skills of their existing workforce. This ambiguity makes it unclear what specific skills are being sought in mid-career hires.

Although there has been an increase in independent hiring within digital departments, driven by the limitations of HR departments traditionally focused on generalist recruitment, many organizations still lack established hiring expertise in these new areas.

Five Essential Skills Needed for Future Financial Workers

In international markets, particularly in regions where fintech expertise is rapidly growing, there has been an increased focus on analyzing these skill gaps. One notable approach is the framework developed by the UK-based CFTE (Centre for Finance, Technology and Entrepreneurship), a pioneer in offering structured online courses in the fintech sector.

Drawing from insights in their “The Fintech Job Report 2022,” CFTE emphasized the need for financial institutions to consider skills essential not only in traditional finance but also in IT-driven roles. This led to the creation of the “SHIME” framework, which outlines core skills necessary in the fintech space. 

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The SHIME Skills Framework:
(Source: The SHIME Skills Framework)

The major skill components that make up the “SHIME” fintech skills framework are as follows:

Soft Skills: These include abilities necessary to bridge business development, partnerships, system utilization, and project organization. Such skills are often challenging to acquire within traditional organizational structures or workflows.

Hard Skills: This refers to technical expertise such as software development, platform building, system operation, and cybersecurity. While IT professionals possess these skills, they are often limited within financial institutions.

Industry Knowledge: This covers an understanding of how financial services have evolved with technology, recognizing the key challenges in various sectors, and staying informed on applicable regulations.

Mindsets: In a traditionally conservative, risk-averse financial industry, fostering a mindset open to innovation is essential. While widely acknowledged, it often requires a significant shift in employee attitudes.

Experience: Practical experience is crucial for advancing fintech projects. Specifically, those involved in system development or operations must be able to convey business requirements based on real-world knowledge and experience.

The Current Situation of the “Skill Gap” in Japan’s Financial Industry

At the Japan FinTech Festival 2024 held on March 6, a panel discussion moderated by CFTE and the author addressed the topic of “Developing Talent & Building Capacity to Fill the Talent Gap.” The conversation highlighted Japan’s financial industry’s challenges in defining “digital talent.”

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Roundtable “Developing talent & building capacity to fill the talent gap” (2024-03-06)

The discussion pointed out that while recruitment often emphasizes hard skills (such as technical abilities), the greatest shortage lies in soft skills—those necessary for effective communication, collaboration, and business development. The need for bilingual communication was also raised as a key factor for foreign fintech companies entering the Japanese market, where securing proficient country managers who can navigate both languages is critical.

Industry knowledge and work experience are easier to assess through resumes, but evaluating a candidate’s mindset—or their openness to innovation and adaptability—is more challenging and often only becomes apparent after they begin working.

Conclusion: How Can Financial Institutions Secure New Talent?

To secure talent for fintech projects and digital transformation, financial institutions are finding that relying solely on internal talent development has its limits. This has led to an increased focus on mid-career hiring as a necessary strategy in the current environment.

In the mid-to-long term, institutions are exploring new initiatives, such as assigning employees to fintech firms or non-financial sectors to develop soft skills. These efforts include secondments to investment departments or innovation subsidiaries, often in a part-time capacity.

In the short term, however, expanding mid-career hiring is crucial. To succeed, institutions must move away from traditional generalist recruitment and clarify the specific skills that are truly in shortage. Moreover, the recent implementation of generative AI is expected to affect staffing needs across all sectors, from customer service to system development. As a result, recruitment and talent development strategies need to account for the rapidly changing skill gaps within organizations.