Development of a compelling job description is the first challenge to hiring the right candidate for any security job.

Many of today’s job descriptions are very different from those from the past. How does a hiring manager evaluate potential candidates in this fast-moving environment?

Diligently gathering intelligence and correctly analyzing it is a route to clear decision making in both business and hiring choices.

Succession planning is a key component in the architecture of your security workforce.

Aside from your good name, what should you bring with you to your new employer? In today’s climate, the answer is adamantly not someone else’s intellectual property.

A well thought-out strategy is the best approach for both security job seekers and hiring companies.

Contrary to what you read in the press, cyber and IT security are not the only growing areas for careers in security.

Without question a realistic and self-aware approach is of tremendous value in everything from resume and personal brand development to interviews and successful onboarding in a new role.

Acquiring a higher-level education is time consuming and expensive, and fraudsters have long been marketing fast-track ways to obtain what appears to be an impressive diploma, at least on the surface. These programs and methods have been around for many years; therefore, it is not always easy to identify what is real and what is a wasted investment of your money and time.

Companies increasingly want a better understanding of what contributes to predicting performance in possible new hires. They want to better understand a candidate’s motivation, values, beliefs and goals in addition to their competencies. This allows the hiring organization to better assess whether there are personality characteristics and traits that, when pushed to extremes, will impede the individual’s ability to be effective in executing the responsibilities of the position.