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?

The year 2018 is coming to a close, and that means many of you may soon consider a move from one employer to another. The question is whether it will be a voluntary change or a shift due to circumstances beyond your control.

When you're hiring new security talent, what can you do to ensure your search will result in a good experience for all?

One persistent myth surrounding recruitment is that a recruiter represents you, the candidate. Unfortunately, that is not the role of a search firm.

While nothing can completely supplant face-to-face meetings, it's imperative to cultivate a strong online brand when advancing your security career. 

In July’s column, I provided an overview of the concept of personal branding and why it is relevant to security professionals looking to further both their reputation and marketability. This month I want to expand on the topic by addressing specific steps you can take to better identify your individual brand.