How can security leaders recruit and retain top talent?

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.

Security leaders should consider investing in analysts dedicated to workplace violence prevention and threat assessment for three major reasons: the issue is becoming a greater concern, the subject matter is becoming more complicated, and small programs are becoming bigger.

Throughout his career, Brian Tuskan has been driven by a love of technology, a hardworking reputation and a desire to help others. However, his eye has always been on the Microsoft CSO role. Now, he’s taking his place at the head of the pioneering global security organization.

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.

When Kathleen Hyde talks about cybersecurity leadership, she talks about breadth. “Training is going to teach you the technical skills you need, but employers also want to see somebody who has problem-solving skills, who has good communication skills,” says Hyde, who chairs Cybersecurity Programs at Champlain College Online.

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?

This question came up during the Security 500 Conference last November, and it is still sticking with me. I don’t think you’ll find an easy or consistent answer.