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.

Recruitment methodology is continually changing. Does this mean you no longer need a resume?

Several of my previous columns in this space have discussed how you can best brand and market yourself to advance your security career.

Read any book or article on the topic of career management strategy, and it is likely they will advocate for networking as a powerful tool.

Found at the top of many a list come January are the words “find a new job.” The resolution is a perennial favorite appearing year after year. It generally occupies a highly-ranked slot if it is on the list, but what are your odds of successfully achieving it?