We know that many workers, especially in IT, might change jobs every 2-3 years. This is great for them, they get to chase higher salaries and better titles. But on the other end of the equation, employees who last for longer periods of time provide more value to their company. Improving your ability to retain your talent is a must in today’s competitive market.

Here are 7 tips on how to increase your employee retention rate.

Better Screening

The road to retention begins when you make the first contact with a candidate. Your HR department and the hiring managers need to be looking not only for skills and abilities but also for signs that potential hires will be a good fit. Assess your interview processes and make certain that you are screening properly. You’re not only interviewing for skills and experience, but also for cultural fit. 

Employees that are comfortable with the company norms are more likely to be with you for the long run and provide more value.  

Clear On-boarding

Once you’ve gotten your new hire, the next step is making sure their first experience in your organization is a positive one. The on-boarding process needs to be well thought out and clear. It should be employee-centric, focusing on getting the new hire comfortable and quickly acclimated to the workplace. Be certain to conduct periodic reviews of the process to make certain you’re meeting the needs of the current workforce.

Offer Unique Perks

Look to go beyond the mandatory perks such as insurance, or the standard ones like parking. Business models that allow for flexibility appeal more to today’s workers. Allowing for remote work, equity compensation, or gym memberships and other perks let your employees know you value them and want them to be happy.

Seek Employee Referrals

Implementing an employee referral program is a great way to increase employee engagement. It shows employees that you value their ideas and that you want to invest in their networks. It keeps employees engaged, increases morale, and moreover, has been shown to increase retention.

Provide A Roadmap

While not all roads to the top follow the same route, there does tend to be a proven path. Provide your employees with a roadmap they can use to work towards those opportunities. Make opportunities available for further training, extended certifications, even attendance at seminars and conferences is a way to invest in their growth. When your team understands what they need to get to the next level, they’ll be more motivated and willing to take on the extra work.

It Starts At The Top

Management is your best first line of defense. We think of training managers for specific responsibilities, and sometimes forget how important they are for keeping morale up. Always remember, employees don't quit jobs, they quit managers. Sensitivity training is one thing, but the ability to keep employees engaged and feeling recognized is just as important.

There’s Always Room For Improvement

Track your effectiveness. How well have you done in the past, and how well are you doing now? And most importantly, where do you want to get to? Take the time to survey your employees. Listening to long-time employees is a great way to understand what you’ve been doing right. Don't forget to speak with those who are on their way out the door, it can help you understand where you need improvement.

Working to increase retention might require some additional resources or time, but the benefits of higher retention rates have a direct effect on your bottom line.

You’ve gone through the whole hiring process. You sent in your resume, got a call, went to the in-person interview, and finally got hired. Now, the hard part starts. Perhaps you've had counseling at your college's career office from working professionals, but there several things you won't be taught in school. 

Top Tips to Help You Get Ready for work as a Recent College Grad

Be On-Time

College life isn’t exactly the hardest-hitting when it comes to punctuality. In a world where professors are busier than students, it wouldn’t be inconceivable for a class to start five to ten minutes late while the teacher gets everything set up. But that rule does not extend to you once you’re out in the workforce. In the office, 8:30 means 8:30. The laptop is on, the app is open, the pad is on the table and the pen is poised. You will be on time every day, even if you have to set five alarms to make certain you’re on time. Punctuality not only sends the message that you take your job seriously, but it also sets you up for a more productive day.

Follow the Dress Code

Students don’t dress well. Four years of sweats and hoodies don’t exactly ingrain a fashion sense into someone. So make sure you dress for your job. Your interview was a great time to do some recon work and see what the office’s tone is. While you certainly need to honor your own sense of style, the office is not the place to stand out. It may be the case that some offices require a suit every day, though many don’t. So watch what your boss is wearing, and go from there.

Separate Business from Personal Affairs

Water cooler discussion is all right. In fact, there are a number of reasons it’s encouraged. So feel free to talk about your life and experiences, and hear your colleagues’. But remember, there is a difference between what is and isn't acceptable to share. College is a place where boundaries are thin to non-existent. Boundaries are clear and should be well respected in the office. Not everyone wants or needs to know all the gory details of your encounters last Friday night. Save it for after work. Understanding how to comport yourself in the office is vital to your success. 

Communication is Key

Catching a bit of a theme here? Communication is one of the biggest complaints that companies have with recent graduates. Years of speaking with no one but other college students in a closed arena aren’t the most conducive to producing well-adjusted communication skills. Be ready to learn how to type an email, prepare a proper presentation, and even speak in a professional setting.

Learn to Think Critically

Most colleges are teaching graduates how to study and reiterate information, but critical thinking seems to have been abandoned by the wayside. Second, to communication skills is the complaint that college students don’t have this ability. They know where to find the information, they just don’t know what to do with it once they do. So be ready to face this problem head-on. Request a walkthrough on what you’re going to face every day, be it data analysis or writing a simple report.

Patience is a Virtue you should Develop

Of all the problems you may face, the biggest one will be your own impatience. You may see your career path laid out so clearly. You know where you want to get to, but remember a few speed bumps are to be expected, no one is perfect. You’re going to make mistakes, or at least we hope you will.

The best thing you can do is be open and ready to help solve problems and remain open to unexpected opportunities. A career is built step by step, keep your eyes and ears open and your nose to the grindstone.

What is the Most Important thing to Consider when Hiring?

The most important consideration when hiring is that the candidate is qualified for the job...  Right?

Not completely. Beyond that, you have to ask yourself, “How will this person fit into my company?” You certainly don’t want to hire someone who won’t feel comfortable coming into work every day. An unhappy employee that doesn’t fit in could pose difficulties to the rest of your team by changing your carefully maintained company atmosphere. Even if you're using all of your best hiring practices, you could be overlooking something.

5 Vital Considerations to Consider when Hiring the Perfect Candidate

1. Getting their message across

Every company has its norms, its customs and habits, and how your employees communicate is a vital part of company culture. How do your employees tend to talk to each other, or with managers? Do they email, instant message, call, make appointments in a calendar app, pass notes or face time? 

Take some time to examine how the potential hire communicates. Do they seem like a good personality fit, and is are they an effective communicator? Vast differences in communication and work styles can cause disruptions with others, and lead to problems with productivity. Make sure that you screen for these things before you pull the trigger on a new hire.

2. Level of Supervision

Management style is a fundamental aspect of company culture, and it’s important to note when considering a candidate. When one of your employees is undertaking a task, how often do you or another manager check in on them? How often do you offer assistance? And how much do you expect to be contacted for help?

It’s necessary for a candidate to understand how much they can reasonably expect to be managed. Make sure that your organization's preferred method is one that the candidate will thrive under.

3. Social Time

Do your employees take breaks together, or is it an ‘every man for himself’ situation? Neither is better than the other, but if a candidate isn’t a good match, it can make for an uncomfortable workplace. Go ahead and ask them what they're used to doing on their lunch break. Do they bring food, do they like to go out with co-workers, or do they order takeout with others? Checking on these traits can make the difference between a lifetime employee and a two-year hire.

4. The View From The Bottom

A big part of a company’s culture is what employees and managers define as winning, and how that’s achieved. Make sure you know what traits are highly valued in your company. If that’s the ability to work alone and come up with a perfect product, or to be an excellent team member, then you should test your candidate for these things. Asking about their work style (if they prefer to work alone, or in teams) can be a very good indication of whether or not they are a good match for your company.

5. Is your Office Space a Picture of Harmony?

How personalized is the office? Are there pictures of your team's success, or are you as spartan as can be? Do your employees heavily customize their space, or is everything there specifically utilitarian? Having an overall pleasant space and making sure that your current employees and potential hires have similar or complementary styles can help to create a unified atmosphere in the workplace.

Use What You’ve Learned

Now that you’ve examined your company’s traits, make sure you start looking for harmony right from the beginning with a new hire. In your interview:

• Ask candidates how they preferred to communicate in their previous job.
• Ask how they are accustomed to being managed, and if they are flexible in their style. 
• Ask yourself if this candidate shares your company’s values.
• Give your team a chance to meet them, get their feedback, and absolutely let it inform your judgment.

Remember, there’s a person behind that resume, and some candidates are adept at making themselves look good on paper. Dig a little deeper and get to know who they are.

When you’re happy in your job, talking to a recruiter may seem counter-intuitive. 

But did you know,  it’s actually one of the best times to speak with a recruiter?  Recruiters can provide you with a wealth of information about your career, industry news, and much more.

Remember talking to a recruiter initially is not a commitment and it certainly does not mean you have to quit the job you have currently. We thought of some of the top reasons why talking to a recruiter can be of benefit to you even when you may not be looking for a job.

 You will learn about new opportunities

Your time is valuable, so if you’re happy in your current job,  it’s understandable if you don’t want to hear about another opportunity. However, It’s worth a few minutes to learn about possible open positions in your field and to make a connection with a respected recruiter.

A good recruiter will know your industry like the back of their hand.  When talking to a recruiter, l You may find that your current compensation is not equal to the market, or you may find out how good you have it, and quell any thoughts about moving jobs. 

 You will learn about current skills within your Industry

Recruiters will be able to tell you about current industry trends, trends, and courses or certifications that will keep you current in the industry in which you work.   

• Audio Visual Certifications: AV certifications will jump-start your career in the AV industry and make you stand out in a crowd when applying for your next job. Being AV certified will also keep you current with AV standards.

• Cyber Security Certifications: Cyber Security professionals are in High Demand. With Businesses looking to safeguard their IT systems from attacks, becoming certified in Cyber Security, will boost your resume and expand your knowledge.

• Crestron Certifications for AV Pros: Crestron has become, without a doubt the worlds leading manufacturer of advanced control and automated systems.  For this reason alone, all AV professionals should consider Crestron Training as a sound career investment.
  
  

Relationships with recruiters are not entirely about getting you a job

Remember, talking to a recruiter today does not mean you have to leave your current job. If you are happy in your current situation, save the recruiter’s number, and ask them to keep you in mind for future openings, and keep doing what you love.

Just because they don’t have the perfect opening for you right now, doesn’t mean that in six months or three years that your dream position won’t be open. Or that your situation will be the same.

 Companies Change 

Like most things in life,  work situations have a habit of changing. Companies go through restructuring, and positions get overhauled. Managers and coworkers get promoted or go to another company. 

The company you love today may not be the same in five years. Maintaining your relationship with a recruiter is a great way to keep your options open without having to make any commitments.

Like companies, you too will change

What you enjoy and find challenging will also evolve over time. 

In order to find the roles that can help you meet those challenges, you need to move organizations. After all, the average employee in America can expect to have anywhere from 10 to 15 different jobs in their career. And this is where having a relationship with a recruiter helps; When you’re ready to shift career paths they are ready to help you. 

Help a Friend get a job

Just because the job isn’t something you’re interested in, you may very well know someone who is.  Many recruiting firms offer a referral program. 10 minutes on the phone might not get you a job, but it could advance a friend’s career, and earn you a bonus.

A call from a recruiter, especially when you’re in a great spot, can look like a bother. But when you know about the added value, you realize it’s an opportunity to learn more about your industry and the space you work in. 

Recruiters are beneficial to both active and passive job seekers alike. After all… your dream job might be out there and only your recruiter can find it.

Everyone wants to hire a Rock Star, aka the perfect candidate. You’re looking for skills, experience and depth of training. But there’s another quality that makes someone stand out, and that’s their ability to communicate.

So here are a few tips on how to improve your ability to find and hire candidates with great people skills.

Awesome Descriptions Drive Traffic

Designing a killer job description is the first way that you’ll start attracting talent with strong interpersonal skills. Be certain to highlight specifically what people skills you’re looking for. Do you need someone to be customer facing? Someone who can deal with complaints well? Or just someone who can work well in the office? Identifying exactly what you require and being clear about it will help attract the brightest candidates..

Resumes With Meat

While a resume helps you find people with the necessary technical skills, it cannot necessarily tell you how proficient a candidate is with people. A resume that touts “good communication skills” isn’t a specific description of the candidate’s soft skills. So, start by looking for specific examples of their ability. Has the candidate headed up a team? Do they cite specific customer facing projects supported by metrics and data? Someone writing “skilled at dealing with a wide variety of people” indicates they’re aware of their ability to work with multiple types of personalities.

Interview (Should) = Reality

The best way to see how a candidate  communicates is to communicate with them. If they say they’re experienced in dealing with difficult customers, look to test that. Stage a mock sales call in which the customer gets angry or confrontational.

Also observe how they communicate with others in your office. Are they able to easily communicate or do they falter and stumble? This is also a good way to see if the candidate, and their communication style, is a good fit with your organizational culture.  

Willingness to Argue

As counterproductive as it sounds, someone who is able to argue effectively can be a great employee to put in front of customers. They can represent your company even in the most difficult settings.Candidates who show they can handle tough situations, and work to defuse even the most tense situation, are the people you want representing your company.

Give them hypothetical arguments to make. Have candidates defend a previous decisions they made in another organization. Point out to them some hypothetical flaws. Ask them what argument they would make if you told them you didn’t think them a fit for the job. How they handle the stress tells you how they’ll handle it in the field.  

Not all Follow Ups are Created Equal

Every candidate should, of course, follow up after an interview. But if you're looking for people skills, look for those who include personal or especially specific information. Do they remember every person they met, from all levels in the company? Doing so is indicative of someone who is detailed oriented, and knows how to make an impression.

People skills are what makes the difference between a competent candidate, and a real rock star. There may be plenty of qualified people out there who meet your technical qualifications, but it’s the great communicator who will help move your business to the next level.

Related Blogs:

HOW TO REEL IN CANDIDATES WITH A KILLER JOB DESCRIPTION

HIRING: HOW TO GET THE PERFECT ORGANIZATIONAL FIT

Having your employees sign a Non-Compet agreement has its advantages and disadvantages. Here are some pros and cons to help you decide whether it benefits your company to keep one in place, or places unnecessary restrictions on you and your employees.

But first, what exactly is a non-compete agreement?

A non-compete agreement is a legal contract that prohibits an employee from working for or becoming a competitor for a certain period of time. 

Noncompete agreements are typically enforced when the relationship between an employer and employee ends and the current employer wants to prevent the employee from competing against them in their next position. 

Pro’s of a Non-Compete Agreement

Employee Retention

Your employees very well might be less susceptible to recruitment offers, as a new position would require them to move or change their role. On the flip side, your competition is less likely to try hiring away your employees if they know there are restrictions on their availability.

Higher employee retention naturally feeds your customer retention rate. When you have greater continuity of personnel, your company is able to provide better service, leading to greater satisfaction. 

Employee Retention = Customer Retention = Healthier bottom line

Singular Offerings

A secure company is a valuable company.  Non-Competes increase the value of your company because they ensure that your intellectual property is secured. Customers and candidates alike value companies that keep proprietary practices in-house and the practice sends a powerful message of security and integrity to potential investors and companies who might be looking to acquire you.

Cons of a Non-Compete Agreement

Makes Recruitment More Difficult

Non-Competes are perceived as a barrier to many candidates. Knowing that leaving your company means either moving, changing industries, or just being unemployed for an amount of time gives potential hires pause. In the current hiring environment, you have to give yourself every available advantage to attract top talent. 

Make Your Competition Look Good

If your competition isn’t using a  NonCompete agreement they may become much more attractive to top performers. When given a choice between your company, and one where they aren’t tied down, most high performers would choose to the freedom the position that offers more flexibility.

It’s a State to State Proposition

The enforcement of these contracts varies wildly across state lines. In 2016 the White House put out a report on Non-Competes showing that some states, such as California, have a history of not enforcing the clauses, while others, such as Florida, tend to side with employers in litigation. Massachusetts recently attempted to pass new legislation to restrict or eliminate Non-Compete Agreements. Depending on where you’re doing business, your ability to even enforce your agreements could be in jeopardy.

A Third Way Forward

If the risks of requiring a Non-Compete are too steep, there is another way. Non-Disclosure agreements provide a level of security to your information and proprietary products without being so restrictive. You get the level of security you need, and your employees get enough freedom to move to another position if and when they need to.

A Non- Compete Agreement may be the closest thing to a win-win you can get.

Everyone wants to hire the perfect employee, but the question is, how is perfect defined? Is the ideal hire the person who has these 3 certifications, and 5 years of experience in one specific role only in a defined vertical? Chances are that’s how you’ve written your job description, but you are limiting your options by not casting a wider net and start looking at so-called “under-qualified” candidates.

Here are 6 key reasons you should be considering candidates who, on the surface, don’t meet all your specs.

1. Under-Qualified Doesn't Mean Unqualified

To clarify, ‘under-qualified’ doesn’t necessarily mean someone who can’t do the job, who doesn’t possess the skills you need. It can also mean someone with years in the workforce in a different vertical. There are incredibly qualified people who, on paper, may not match your job description, but who in practice are perfect for your company. You run the risk of missing out on valuable talent who have the potential to be amazing employees.

2. Different Experience

Just because someone doesn’t have the experience you want, doesn’t mean they don’t have experience. It may turn out that the experience’s they do have could be a boon to your organization, and help them excel in your open role.  

The experiences and skills of such a candidate could provide a new perspective for your organization. Fresh eyes, and new ways of doing things that no one else has could provide varied and more productive activities for your company.

3. Building from the Ground Up

Hiring someone who doesn’t have the skills you are looking for actually provides you with an opportunity. They won’t come into your organization with habits or expectations that things be done a certain way. They’re eager to learn how you do things, and how your industry works. They’ll learn company specific systems and skills, which when combined with the skills that they are bringing, can make for an invaluable addition to your organization.

4. Cost

A component of salary tends to be how much pertinent Less experience means less market value or proven track record, which means a lower starting salary. Of course, they should expect, and you should provide, a higher salary if and when they start to perform at the level. This should hopefully have the added benefit of driving them even harder to prove themselves.

5. More Drive

We know that the most productive employees are those who feel challenged and supported. Chances are that someone who is moving into a new space, who is being trained up and given all the necessary supports to succeed will be a long lasting employee. Remember, you are hiring not only for their qualifications, but also for cultural fit.

6. How to find the good ones

If you are working with an outside recruiter, trust them to know what constitutes a good fit for your company. They have the breadth of experience and contacts to know who has the qualifications you need, even if they don’t have the direct experience you were requiring.

Look for candidates who are excited to get into your field, and understand that they need to prove themselves.

Look to parallel fields, and consider what positions might prepare someone for the transition into your space. A good example of this this is how the music industry acts as a feeder for AV/IT companies.

Looking past the job description can open up many exciting possibilities, and serve to enrich your company with a good deal of dedicated and resourceful talent.

The Internet of Things, or IoT, is the network of devices (cars/buildings/refrigerators) embedded with software, sensors, electronics, etc that allow them to network and communicate and exchange data. It’s an exciting development impacting many sectors- prime among them, the AV industry.   

Cutting Costs.

Less Hardware = Less Money. With the  IoT, audio and visual information are transmitted wirelessly. It can be run on the same cable as the internet, phones, power and other devices, all which contributed to cutting down on the costs of wiring.  The number of necessary control devices also drops as one display can be used to run all of the operations. Technology such as Power over Ethernet (PoE) is just one example of this consolidation of wiring.

Easing Integration.

IoT allows for multiple devices to communicate with one another remotely. This opens a number of possibilities in AV. A conference room could have a screen that is connected to multiple devices, allowing for multiple attendees to display information with no wires. Microphones can be switched on and off from one central device, say a desktop or a smartphone. Sensors on the windows read the amount of sunlight coming in, and communicate with the lighting to adjust the overhead lights as needed. The possibilities are quite endless.

Smart Signage.

With IoT, digital signs are becoming more reactive, and therefore more effective. If, for example, a customer walks into a store they’ve shopped in previously (or have a membership to), digital signage can now offer/advertise specific items to that customer. All the sign needs is a Bluetooth connection to a customer’s phone and it can tailor offers similar to previous purchases from the customer.

Or, signage can be informative. EZ Pass gateways can time how long it takes vehicles to move between tolls, and let drivers know the estimated time with current traffic conditions. Airports can read how many Bluetooth devices are in a security line, and how long it takes each one to get through. Then, they can automatically message flyers with an alert if they should arrive early due to unusually long security lines. Parking garages can sense which spaces are open, and connect to a car's satnav to direct them to the most convenient spot.

Homes with an IQ.

When it’s said that IoT can connect anything, it isn’t an exaggeration. Samsung is working to create a full line of home appliances monitored and controlled with a mobile device. Lights, the radio, even a fridge can be monitored and controlled with your phone from anywhere.  

Eye in the Sky.

Do you know what’s really cool? Taking birds-eye-view pictures. Or Videos. And with IoT, this has become a lot easier, using drones. With the ability to take shots that would normally require much more money or setup time, drones allow companies big and small to get footage beyond comprehension. The applications of drones in AV range from landscaping advertising to sports events and so on.

A Bright Future

All of these changes and advancements mean that the role and expectations of AV companies are changing with them. When looking for talent, a few specific skills need to be kept in mind.

1) Knowledge of IT is no longer a perk, it’s a requirement. Being able to set up a network, or test the connections between devices is important. Integration doesn’t mean just physically setting up a system, it’s making sure all of the devices are talking to each other digitally.

2) AV companies need to be looking for Information Security Analysts (read more on how to hire the best infosec analysts). With all the new forms of connectivity available, comes a host of new ways for information to be stolen or compromised. Security has to be a prime concern when we have multiple devices talking to each other and accessing data and personal information.

Staying ahead in the AV space doesn’t only mean having the newest equipment, it also means keeping an eye on all the other info-sec technologies. Integration is the name of the game if you want to stay ahead of the competition.

Related Blogs:

HOW TO HIRE AND RETAIN THE BEST SECURITY ANALYSTS

IOT SECURITY: PROTECT YOUR COMPANY AND CUSTOMERS

If you've already read How to Start Off Right as an AV Technician, now is a good time to investigate taking the next step in your career. For an audio visual technician (AV tech), moving up the professional hierarchy often means pursuing a position as a lead technician. If this is a career path that you are considering, you should prepare yourself by building upon some of the basic competencies you have already developed as a tech.

Know Customers

As an AV tech, there is an extent to which--even though you are primarily working with inanimate objects--you still have to be mindful of the customer-facing aspects of your role. You conduct yourself with an appropriate level of professionalism, courtesy, respect, and etc. The same holds for lead tech positions, albeit to a much greater extent. You should anticipate having to develop an approach that is much more sensitive to the finer points of customer service.

In your new position, you will be the proverbial face of the company, the first point of contact. Crucially, this means that you will want to develop a manner that makes customers both feel heard and confident in your ability to see that their needs are met. This is a core leadership ability that is difficult to fake, so the best approach is to work on active listening--make a conscious effort to hear, understand, and remember specific customer concerns as they are expressed to you. This will increase the customer's faith in your capability and ensure that their first impression of your employer is a positive one.

Specialize. Hard.

A lead tech needs to be the most generally competent member of their team. That doesn't mean that you shouldn't delegate responsibility according to ability; as this is part and parcel of effective leadership, you absolutely should. But you will find that things run much more smoothly when all relevant parties see you as an expert.

If you don't know where to begin brushing up your skills, start with something you enjoy. Once you feel thoroughly grounded in one area, move into territory with which you are less familiar. Here, you shouldn't feel ashamed to reach out to people whose reputation precedes them. It seems to be a universal law of human nature that we enjoy demonstrating mastery when given the opportunity to do so.

Speak to your manager about acquiring more certifications. Even if they won’t pay for it, certifications are always a worthwhile investment. CTS, CTS-D, CTS-I, and other certifications are irrefutable evidence of both the richness of your skillset and your willingness to push yourself to acquire new knowledge. Become intimately familiar with InfoComm for certification details and dates for upcoming training sessions.

Experience, Experience, Experience

If an attribute is common to all lead techs, it’s a comparative wealth of that vaunted quality for which no known substitute exists--experience.

With experience, you find your own way of doing things. You develop both a technical and an interpersonal style that sets you apart from your peers. So take the overtime when it's available. Be quick to consider new approaches and listen with discernment to ideas that challenge your habits.

Learn Leadership Skills

I'll risk redundancy to state frankly that the biggest difference between an AV technician and a lead is the ability to do just that: lead. How does one learn to lead? The same way we learn everything else: mimicry. Find someone you respect and hold them up as a model and unofficial mentor. Imitate their leadership style until you are comfortable enough to experiment and make it your own.

You can take leadership courses and consume content about what it takes to be an effective manager. YouTube is brimming with content from thought leaders in every conceivable field, so find a credible manager whose content you're capable of enjoying and soak it up. Here, you need not limit yourself to the AV field because the skills you are trying to acquire are interpersonal in nature. Effective leaders are often charismatic, so it shouldn't be too difficult to discover a palatable guru.

Be All Business

Come in early and leave late. Demonstrate your commitment to professionalism. Even though your job requires casual clothing, you should still look your best. Stains, rips, and logos (other than your employers) might not seem like that big of a deal, but personal appearance is--everywhere and always--the basis of first impressions. Plus, it's an easy variable to account for, so make sure to hit the layup.

Get Going

The initiative speaks volumes. Pushing yourself to become a technically skilled leader is a surefire way to demonstrate that you are the best choice for their next lead tech position.

With all the world's knowledge at your fingertips, a strong sense of professionalism, and the basic humility that allows you to learn from others, you are well prepared to take the first steps toward becoming an effective lead. So get out there and do it. You have everything you need.

The business of hiring and retaining Information Security professionals has never been more important, or more competitive. It's a candidate's market, and if you’re hiring you'll need every advantage you can get.

Here are some tips to keep in mind on how to get the edge in a crowded field.

Tips to hire and Retain Security Analysts

Be Ready to Build

Being afforded opportunities for ongoing education is a strong incentive for InfoSec professionals. Technology is constantly changing, becoming better, faster and more varied. In order to be effective at their job, analysts need to be up-to-date on all of the newest products and solutions. Companies that pay for, and encourage consistent training not only tend to attract higher caliber candidates but they also suffer lower attrition rates. Here’s a list of certifications you can help your analysts achieve.

Challenge

A survey in 2014 by ClearanceJobs found that being challenged was the number one way to retain InfoSec Professionals. Another survey found that almost 40% of professionals would move for more challenging roles, even without the promise of higher pay. Reward your security team for exploring parts of their job that they find exciting or challenging. Host Hackathons where they attempt to beat each other's systems, which, by the way, also has the added benefit of searching out any weakness in your system.

Meaning

The ClearanceJobs survey noted that 2nd to desiring challenge is doing meaningful work. Unlike previous generations that might have been amenable to doing work for work’s sake, today’s professionals are looking to connect to their work, to know that their labor is making a difference, is useable and impactful.

Know What’s Important

We may tend to think that compensation would come in first when attempting to attract talent. But the Clearance Jobs survey shows that it isn’t a major priority for today’s workforce. Compensation plays second fiddle to training and engagement when looking for a new employer. But faced with a tight talent market, it is worth offering a premium to have the best talent for protecting your data.

But keep in mind the actual hiring process is important too. Certainly, due diligence and thorough background checks are vital, but too many companies get hung up in long and protracted interview processes. Too lengthy an interview process, poor communication with candidates and recruiters,  and taking too long to make an offer will cost you.

You have to be prepared to be decisive in order to hire A level talent.

Integrity

Just as you are looking for candidates with the highest level of integrity, scruples, and honesty, candidates are also looking for companies that operated from the very same set of virtues. All of your employee branding materials, as well as every level of contact candidates, have with your company must reflect your integrity. Remember, prospective employees are looking at you long before they apply to an open position. Your reputation is one of your best recruitment tools.

Your info-sec team is vital to your company, understand what they need and want in order to attract and retain the best talent in the field.

Related Blogs:

LOOKING FOR JOB SECURITY? THINK CYBER-SECURITY

EMPLOYER BRANDING IS THE KEY TO SUCCESSFUL RECRUITING