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From an employer perspective, hiring top security talent for your team can be a challenge. As a hiring manager, you need to understand how to best select and leverage a search firm to support your efforts.

Many of the positions I held in my corporate security career relied on my ability to accurately assess an individual or an event.

Last month in this space I wrote a piece on resume creation that was aimed at security job seekers.

The confluence of social media, digital mobile devices, sensors and location-based technology is generating unprecedented volumes of information about society and individuals.

A resume is much more than the documentation of your employment, education and experience.

A bipartisan bill proposed last month by New York representatives Kathleen Rice (D) and John Katko (R) would require members of Congress to receive annual cybersecurity and IT training.

First, the good news: the U.S. economy added a solid 196,000 jobs in March and unemployment is at 3.8 percent. The bad news: it is harder than ever to find and retain talented professionals.

Imagine that you have just been selected for your dream job as the new Chief Security Officer at a major multinational corporation. It’s a new role and their board is looking to you to hire the best and the brightest for your new team.

Rene Descartes, philosopher and mathematician, wrote: “Mathematics is a more powerful instrument of knowledge than any other that has been bequeathed to us by human agency.”