The most common question asked by candidates when they are considering a new position is “What does the compensation look like?”

Many organizations have a defined set of competencies they value and have woven into their culture.

The complexity of directing security and risk management strategies today requires a re-evaluation of how security careers are managed.

Historically there has been a shortage of college and university-level education programs focused on the knowledge, skills and competencies required for effective management of corporate security risk-related activities.

At some point in their career, most security executives make the decision to seek out new employment opportunities.

Analyzing the background of security leaders across the corporate security and risk management landscape, it is not surprising to see that a significant percentage of them have come from the public sector.

Last month I discussed what to expect across the interview processes after you have been selected as a potential candidate.

The time you invest in preparation for the interview processes used by organizations is fundamental to your success in being selected for a role.

In past articles I have discussed a wide range of topics dealing with competencies, professional skills and strategies for marketing yourself to find your perfect job.

I am frequently asked by candidates if I can help them to either find a position or be placed into one.