Critical steps in security recruitment for both employers and candidates are background or reference checks.

As we enter the new year, conversations within the security community often inevitably deal with issues and programs that will be of greatest concern to leadership in the coming months.

As you advance your security career into senior and executive levels, occasions may arise where your personal values may conflict with those in the organization. How will you handle ethical challenges that may have career and life-long impacts?

You have just started your role as a senior security leader in a new organization. After having gone through an extensive interview and evaluation process, both you and your new employer likely start this relationship feeling very positive about the future.

An emerging challenge facing security leaders involves governance related to the collection, storage and transmission of personal information and the ethical utilization of it. While there are compliance programs currently in place that govern the protection of individual medical and financial data, there are clearly additional challenges on the horizon.

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.

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

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.