The 2021 Cybersecurity Workforce Study from (ICS)² revealed global and national trends in the cybersecurity profession, with 700,000 professionals joining the industry since 2020.
By being an organization of change, executives can not only diversify the talent within security, cybersecurity and IT teams, but they can improve the quality of their hires and set their enterprise organizations up to thrive in the future.
Women make up only 24% of the cybersecurity field, according to an ISC2 study. Cybersecurity leaders Sharon Smith, Lori Ross O'Neil, Aanchal Gupta and Meg West discussed how to solve the problem of underrepresentation in the industry at the ISC2
Security Congress 2021.
In another lawsuit this year, two truck companies were found negligent in their hiring practices, not performing due diligence when it came to hiring drivers for their companies.
As the light at the end of the tunnel becomes brighter, rethinking the hiring and onboarding process for security talent can be the difference between recovering out-of-work employees, getting them up to speed, and enduring unnecessary difficulties.
Continuous evaluation can pick up and make note of concerning behaviors among employees, giving an employer the ability to intervene in negative behaviors that take place after the initial background check and before something serious happens to the individual or their organization. Once alerted to concerning employee behavior, employers can unlock multiple organizational support mechanisms, including having HR speak to the individual about the potential cause.
ISACA is changing how cybersecurity training is delivered with the latest additions to its Cybersecurity Nexus (CSX) portfolio of resources—the CSX Training Platform and Assessment Tool.
In today’s economy, where jobs are still scarce and the competition for open positions is fierce, how does a company know they have selected the perfect candidate for an executive position?
