COVID-19 has initiated a whole new host of cybersecurity threats. Twitter was one of the latest victims, its employees allegedly being targeted so that hackers should take over the accounts of certain verified users. And just before that, a June 25 story in The New York Times detailed the way in which a foreign entity is attempting to infiltrate American business by taking advantage of remote employees whose organizations – more than 400 million worldwide – use virtual private networks (VPNs).
Continuous evaluation can pick up and make note of concerning behaviors among employees, giving an employer the ability to intervene in negative behaviors that take place after the initial background check and before something serious happens to the individual or their organization. Once alerted to concerning employee behavior, employers can unlock multiple organizational support mechanisms, including having HR speak to the individual about the potential cause.
Security can take multiple forms. There’s physical security, cybersecurity, and of course, security as it relates to workplace safety. It’s unethical to knowingly put employee and/or client lives on the line. Negligence can cost organizations a pretty penny in court, and especially in the wake of the mass shootings that have occurred in current and former places of employment this year, workplace violence is an issue that can’t be taken lightly.
