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.

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LOOKING FOR JOB SECURITY? THINK CYBER-SECURITY

EMPLOYER BRANDING IS THE KEY TO SUCCESSFUL RECRUITING

More and more companies have begun using video conferencing to conduct the early stages of an interview. What had begun as a trend, has become an industry standard, but is this really an effective use of a company’s resources?

Let’s explore some of the Pros and cons of video interviews from a business perspective.  

Pros of Video Interviews

Convenience

The need for two people to be in the same room is eliminated. Hiring managers and candidates both enjoy greater flexibility, meetings no longer have to be confined to the office, and both parties can meet from the comfort of their own home or work post.

Cuts Expenses

Handling interviews remotely can cut traveling, scheduling, and interviewing costs. Money saved can be re-allocated to improving productivity in other sectors of the organization, or towards expansion. Similar to phone interviews, video conferencing can be one of the most cost-effective ways to meet candidates. 

Saves Time

Time is money. Instead of budgeting time to get to and from the physical location, all that is necessary is a block of time in front of a computer. Most importantly, video conferencing reduces the time it takes to fill an open position, as you are able to meet more candidates in a shorter period of time.

Broader Selection

Distance is no longer be an issue for first or second round interviews. You can connect with candidates all over the globe with a touch of a button, allowing you to reach out and discover the hidden potential in unexplored terrains. Unlike live interviews, you don't have to miss out on discovering the final piece to your puzzle because the applicant lives too far away. With access to the internet, every candidate now has an equal opportunity to interview. 

Playback  

One of the prime features embedded in a virtual interview is the ability to re-watch or playback the meeting. After a live interview, you are left to rely on memory and notes you took during or after the meeting. Video conferencing allows you to take a second look at the interview to analyze body language or discover cues that might have slipped by. You can dig deeper into the candidate's responses, and you can get more team members involved in the decision process. 

Cons of Video Interviews

Glitches

For all of its advantages, technology can sometimes be unreliable. There’s always the possibility of hardware/software problems. A connection is a two-way street, so the chances of interference are doubled, and the wait time can be unpredictable. Lag and delay can both cause interruptions. Hardware problems such as microphone/webcam failures can make communication problematic. With video conferencing you’re buying into the possibility that complications can disrupt an entire interview, setting back your workday. 

No Face-to-Face Interactions

There’s no better way to get a feel for someone than shaking their hand and sitting across from them. Video can flatten out an interaction, allowing cues you might have picked up in person, to go unseen. When deciding to bring someone into your department, you want to be assured that there is chemistry and a connection, something you can only fully experience in person. 

Feel for Space

During a live meeting, candidates are able to get a feel for the environment of the office. Video conferencing cuts out the possibility for spontaneous introductions to different team members, while also eliminating the candidate’s opportunity to get a sense of what the office is like. A potential hire's first visit to the office is also one way of seeing if they are a good cultural fit for your organization. 

With the benefits of cutting costs and time, it makes sense to switch to video conferencing for the early stages of the process. However, don't forget the power of an in-person meeting before making the final decision.

Congratulations! You’ve landed a new job, in a new city. 

Maybe you’re moving to a new company for a job with better pay and the promise of advancement, or perhaps your current employer has chosen you to open up a new branch or expand a branch in another city. 

Whatever the reason, you’ve got a new job in a new city and now it’s time to start planning your transition. Whether it’s just you and your pet goldfish, or the entire family, you have a lot of work to do. You have to find a new home, get your bearings in a new city (or country) and master a new job all at once!

Here are 8 Tips to Make Your Relocation Easier

1. Organize

Just as you may have made a list of Pro’s and Con’s when considering taking this new position, lists are going to be your friend when planning the move. You’ll want a list for both ends, leaving and arrival. Be certain to include not only the big things, like turning off/on the electricity and internet connections, but also close out local accounts and make sure you picked up the dry cleaning that you keep forgetting about. It is best to leave no loose ends dangling so that you can hit the ground running in your new town, be certain to get organized early on.

2. Do Your Research

Even if your job offer came with reimbursement of moving expenses and a fully staffed department devoted solely to relocating employees you have to do your own research. 

Many large corporations have preferred provider agreements with movers, realtors and shippers. You want to make certain that you are not only getting the best service you can, but also not endangering reimbursement. Work up a detailed and specific list of anticipated costs- and don’t forget to account for items such as your car and your pets.

If your move is taking you overseas, be certain to understand in what currency you will be paid, and what penalties you might incur when switching currencies.

3. Build In A Buffer

Whether your offer allows you a month before your move or two weeks, you must insist on having some time to do your research. If you are not able to physically visit the new city, then cyber research will have to do. Read the local papers, talk to people in your network who live/work there, contact the local chamber of commerce to find out the best resources for new residents.

4. Get Social

Now more than ever, your friends, associates, and extended social network can be your lifeline. Join local professional organizations, sign up for meet-and-greets and get a handle on where people in your industry are flocking to. Your new employer very well may have a lot of valuable information for you, but don’t rely on anyone else to help you feel grounded in your new town- that responsibility is and should be, yours. If you’re moving with your family ask colleagues for recommendations on schools, neighborhoods and after school activities. But always do the research on your own, no one knows your needs as well as you do- don’t take someone else’s word for it.

5. Create A Calendar

There’s nothing as stressful as rushing things at the last minute. But chances are high that you’re planning this move while finishing up at your old job, or starting at the new one. So, regardless of the time frame required for your move, schedule as much as you can in advance. Calendar everything! And I mean everything, right down to what day to pack up the kitchen, and when to put in the change of address at the post office.

Remember, you’re taking this leap for the best of possible reasons. Don’t sour the experience by allowing stress to take over.

6. Leave Things Behind

Take the opportunity to pack up your home to leave some things behind. You’re starting fresh in a new town, you can go ahead and leave that ratty set of towels behind, or even the recliner you’ve been toting around since college. I’m not advocating for putting yourself in a position of having to replace costly items on the other end, but this is a perfect time to do an inventory of what you need, want and what you’ve unnecessarily been clinging to.

7. Take Your Deductions

If your new employer is compensating you for your move, you must first find out if those monies will be counted as income. If that’s the case, then you must take the deductions due to you, for these expenses. Understanding the tax benefits becomes even more important if you are footing the bill yourself. Make certain that you understand the local tax laws and stay up-to-date on federal rules and regulations.

8. Consider The Possibilities

Even though this may look like your dream job in your dream city, there is always the possibility that things might not work out. You may find that while that new town looked great on paper, once on the ground you might just not ever feel right. And the same goes for the new job. A position can look very different from the outside than it does once you are in it.

Now, careful research should mitigate the possibility of the move going south, but you have to plan for contingencies. So, whether that means moving back from whence you came, or trying something new, it always pays to have a plan in your back pocket.

We all want to hire a Rock star. You know, the employee who not only performs phenomenally, but also raises the bar for the rest  of the company. Previously, we’ve explored how to avoid missing out on the perfect candidate, and Five Questions to Ask When Interviewing. But how do you find this person among all of the other interviewees you have? What can you do to go beyond a resume and references?

Here are some tips to use during the interview to pan the gold in the dirt.

Practice Run.

Interviews are a great way to measure someone with your own eyes, but they don’t tell the whole story. Some candidates give stellar interviews, but that’s not always a good indicator of their real performance potential. A valuable way to judge a candidate that you are serious about is to have them do a few mock tasks, actions that would be a part of their job. Practice sales calls, running a training seminar, or even conducting their own interview on you. This is an invaluable way to measure how they will actually work, going far beyond a few simple questions.  

The Chair:

Over the course of your time with the candidate make note of what they do with their chair. Did they push it in when they got up? Take note of all of the mannerisms they exhibit. What do they do with trash? Was their clothing neat and tidy?? Ironed or wrinkled? While making the occasional faux pas or bumble during an interview is to be expected and should not be held against a candidate, you are looking for what could be on-going patterns of behavior and/or preparedness. This is a person who will be representing your brand, make sure the way they comport themselves is in line with your expectations.

Run the Gauntlet:

Having the candidate’s potential direct superior running the interview is great way to give them the chance to directly evaluate their hire. But there are others who should get the chance to talk to them: the coworkers on the same level as them, and the other team leaders they might be working with. Making sure that not only can they work with their boss, but everyone laterally and vertically around them is just as important. If they can’t make a connection with the team, no matter how skilled, they may end up having trouble fitting into your organization’s culture.

How much Time to set Aside ?

An oft asked question is how long should be set aside for the interview. The answer will change with a number of different factors, such as if you plan for mock tasks or extra time for others to interview them. But start with a minimum of an hour. This gives you enough time to ask your questions, let them ask their questions, and then have extra to go on pertinent tangents. Take the time to explore something interesting they said; get a more personal feel for their personality, and generally let the conversation go naturally, rather than forcing your way through a set of questions.

Beyond the Interview

No interview is ever going to fully expose everything you need to know about a candidate. No matter how much you pack in, the only way to get a true measure of how someone will fit is to actually hire them. But with these tips, you can a far more complete picture of the people you’re interviewing and how they will work in your organization.  

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THE PERFECT JOB CANDIDATE... OR NOT

If there's one thing we know about what drives the top SaaS sales talent that we place, it's that they're always looking to get involved with the next great technological leap. Innovation, disruption, and a team of proven leaders are all prime motivators. So when they go looking for a new position at a new company, they are inevitably confronted with a choice between one of two ways to go: Public or Pre-IPO.

While one is popularly considered to be the safer, more reliable bet, there are very specific advantages to both. You do yourself a service to look at both sides of the coin when considering a move.

THE PRE-IPO APPEAL 

Even as the rate of IPO's have slowed this year, we still see well-funded start-ups that are proving to be enticing to our sales candidates right now. And while there are risks associated with moving to a new/unknown entity, the rewards, as you know, can be enormous. That is, if you’re moving to the right company.

Here are the defining characteristics that make a Pre-IPO appealing.

Disruptive Technologies with an Achievable Plan.

A disruptive technology is one that either displaces an existing technology or introduces a ground-breaking product that opens up a new industry. It’s exciting, it’s cutting-edge and it’s potentially important. You won’t find better salespeople than those who are looking to be engaged with the product they’re selling, who need to feel that they are helping to build something new, innovative and/or helpful. And truly, what salesperson worth their salt doesn’t want to be selling the world’s next great technological breakthrough?

But above and beyond the technology itself, savvy salespeople are considering the marketplace for this product. How addressable is the market? Are there too many players? Is the company engaged in a red ocean or a blue ocean strategy?

Confidence.

A top salesperson got where they are based on the value of their relationships, and the depth of their network. There’s no point in making a move where you can’t carry those relationships forward with you. It’s not enough to only believe in the product you’re selling, it’s vital to consider if it’s one you can sell to a marketplace/customer base you know well. How well will you be able to leverage your existing network? And, more importantly, does this new product solve a real problem for your current customers?

Top-Level Management.

When it comes to startups, who is just as important as what. Top management leaders who’ve scaled a company before, who have the knowledge, experience and following to build a successful company are nearly as important as the technology itself. Savvy salespeople look to the management team as a good barometer for potential success. They’re looking for managers they not only they feel they can work with, but who have a track record of success and can move the company toward profit and beyond.

It’s also important to remember that more people cite lack of faith in, or a conflict with, their manager as the number one reason for leaving a position. And while you can’t know how you’ll get on with a manager, doing due diligence on the people you’ll be reporting to is a key consideration to make.

High-Scaling.

Look, salespeople know a worthwhile lead when they see it, and they can also recognize a dead-end long before it comes into view. Yes, there has to be a belief in the technology and an investment in the worth it adds to business, or society at large, but more than that, there has to be the potential for a high return.

Always consider who is involved. Is this a purely VC backed venture, or PE? Where are they in their funding? While getting into a company while they are still in series A funding might promise higher returns later on, we are currently finding that the majority of our sales candidates are interested in series C or beyond. This may be attributable to the fact that the first quarter of 2016 has seen the lowest number of companies going public, or it may be that they are looking to move only to companies that are further along in their development. Either way, the real potential has to be there for a company to attract top sales talent.

Getting in on the ground floor of a disruptive technology insures that a salesperson is both challenged, engaged and invested in the company’s success. The only gamble of course, is whether the tech will catch on or not. If they’ve judged well and have gone where the smart money is sitting, they can expect to find themselves post-IPO in a very comfortable position, and their reputation as a sales leader greatly enhanced.

THE PUBLIC APPEAL

On the other side of the coin, public companies, long considered a safe and reliable bet continue to be attractive. With a few caveats:

The Company That’s Gone Public, But Has Not Been Acquired.

There’s a big difference between a public company with an institutionalized culture, and the company that has managed to maintain its pre-IPO identity. What this means is that the original structure and charter remain in place, and that the company has not allowed its identity to change in order to fit that of its parent corp. Because of this attitude, they are able to attract and retain an 'A' level sales team that is more deeply dedicated to the company's brand, culture, and continued growth.

A good example of this is Zappos. Even after they were acquired by Amazon, Zappos has been able to buck convention in the interest of preserving their independent spirit. And this has served them quite well as they are widely regarded as one of the top companies who have gotten company culture right.

The Company That’s Already Been Acquired, But Is Siloed Under An Umbrella.

Rules were made to be broken, so we know that not all acquisitions mean the termination of a company’s identity. Depending on the terms of the merger or purchase, it’s entirely possible for an innovative company to hold on to their identity: as long as they are siloed under the umbrella of the larger corporation.

A good and timely example is the pending acquisition of LinkedIn by Microsoft. If early reports prove to be correct, LinkedIn will exist as an independent entity under Microsoft’s umbrella. Rather than being an integrated brand, they will remain singular, retaining their identity, feel and flavor while benefitting from the reach and technological edge that a parent company like Microsoft can provide.

What these types of companies offer sales people is the ability to have one's cake and eat it too. It provides the foundation and stability of a public company as well as all of the perks that come with greater financial reach— all the while being energized up by the innovation and forward culture of a startup. 

If there is one constant, clear thread we are seeing, it is that independence and innovation are of prime importance. Top SaaS salespeople are looking to be ignited by disruptive technologies, and excited by the opportunity to represent the next great products out in the world, and they are looking for the right company to support their growth.

J. Patrick and Associates serves Information Technology firms that are looking to improve or expand their teams in mission-critical functions, where the success of the firm is highly dependent on the quality of certain hires. Whether you’re a candidate looking to move to one of our top-end customers, or a vendor looking to build your sales team, contact us today. 

Hiring managers know that filling vacancies can be time consuming. Reading through resumes, conducting phone interviews, and vetting candidates can take you away from all your other responsibilities. But taking the time to get the job done right can save time, money, and headaches. Spare yourself the struggle and do it right the first time!

Here are 3 strategic methods for gaining an asset to your organization.

Understand the Company

Let your mission statement be your guide to success! A well crafted mission statement, one that reveals the character of your company is one of the best ways to  attract desirable candidates. Make sure that the key qualities that you value are easily identifiable in all of your materials. If a company’s main focus is “Going Green” and the potential candidate disregards the practice of taking care of the environment, then maybe they're not the best pick for the position. When interviewing a candidate, ask how their personal goals intersect with the company’s. If both are in alignment, you could have a very good match on your hands.

Understand the Role

Before the interview process, it's important that you understand the open position and obligations that are embedded within it. Any vacancies should be thoroughly explored before you hand a job description off to human resources. Discover faults or pain points in the role. Find out why the position requires certain specifications.

A study from the National Business Research Institute has shown the two leading factors that attribute to a failed hire are poor skills match and unclear performance objectives.

This isn't to say that you need your human resources department to become experts on all company roles. However, you do want them to be familiar with tasks that are performed in an average day, so that they can filter for your job properly.  Putting yourself in the shoes of the candidate could further help your search to finding the most qualified employee.

Quickly But Not Too Fast

After a promising first date, would you be ready to walk down the aisle?  I didn't think so! However, you also don't want to take too long, creating the opportunity for another to sweep in and steal your true love.

The hiring process is eerily similar to the dating game. In a technical aspect, two parties engaging, shaping a bond, and establishing goals that can be executed together. When a company hires someone, they are granting them access to numerous resources and assets. An unsuccessful match can cost you time, money and can in some cases lead to security vulnerabilities.

Hiring managers need to strike a balance between finding qualified candidates, and doing so in an efficient and respectable amount of time. Taking too long to close a hire can result in the lose of a worthy applicant, and rushing the process can lead to a bad match. According to the National Business Research Institute,  43% of employers cited that filling vacant positions in a limited amount of time resulted in unfit and unqualified hires.

Having to refill a position after a failed hire is a time consuming and costly endeavor. Find your balance and place the right candidate the first time. Nobody wants to repeat the process!

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Looking for a new job or to relocate? Give one of our recruiters a call!

J. Patrick & Associates, Inc is an Executive Recruiting firm that focuses on Executive Mangement, Sales, Marketing and Technical roles within Information Technology markets. We have over 20 years of experience recruiting in every aspect of AV/VTC/UC, Application, Storage, Information/Network Security, Mobile Technologies, and Telecommunications.

When you think of a sales leader it’s likely that you think of the person with the 85-90% wins, right? Well sure, that’s one way to think about it. But a sales leader is many things  - above and beyond being a top producer. They understand the art of the deal in a way others don’t, and that’s what get them to the top of the heap. Yes it’s numbers, but it’s also about leadership, attitude, style and approach. 

9 Traits of a Sales Leader

“Leadership is the ability to translate vision into reality.” -- Warren Bennis

1) Insight

Building success for both yourself and your team requires vision, being able to see the big picture, and to always be looking for a new way through a problem. Sales Leaders allow themselves to not only think differently, but they also encourage their team to.

2) Integrity

Where there is trust, there is progress. Only a leader who is honest, ethical and fair can create a team that is loyal, honest and respectful. Lead by example and your team will rise up to your level and help carry you all to greater success.

3) Innovative

The tried and true might always work, but can they ever deliver anything but the same results? Real breakthroughs come from new approaches, trial error and daring to fail. Striving to maximize potential beyond the way things have always been done can lead to better results, higher numbers and greater rewards.

4) An Effective Communicator

Just as effective communication is what leads to an increase in your own sales numbers, it’s equally important that you effectively communicate with your team. Being able to clearly relay your thoughts, intructions, goals and ideas helps the overall performance of the sales force and allow them to work autonomously and effectively.

5) Analytical

Certainly gut plays a good role in sales, but a sales leader knows to dive into the data to expose what’s working, and what’s not. But they also know that the numbers don’t tell the whole story, that any data set requires a critical eye to discern the true story they are telling. Knowing the difference between being data driven and driven to do better makes all the difference to the bottom line.

6) Creative

Being able to think beyond the playbook is vital if you want to be a sales leader. And sometimes creative solutions are the only way to get through a crisis successfully. Modeling the ability to think past the established lines and build new solutions also tells your team that there will always be a way through to success

7) Delegatory

Understanding that a leader is only as strong as their team is vital. The ability to recruit and train a team of strong performers puts a sales leader at the top of the heap. But knowing how to retain that team is equally important. Sharing the load, being sure to always be teaching, training and rewarding your team helps create a stronger unit.

8) Empowering

Knowing how, when and what to delegate to the team not only allows you to focus on leading, but also sends the strong message that you trust and value the input of your sales team. The leader who micro-manages or refuses to delegate is not maximizing the potential of the group, nor are they investing in the future of the company. Always be building both your team and the abilities of the individuals.

9) Positive

It falls to the sales leader to set the tone for everyone else, and a negative outlook will never build anything but doubt. Knowing that there is always potential, that failures are an integral part of success, and that your attitude informs everyone else’s is a sure sign of a sales leader.

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J. Patrick and Associates serves Information Technology firms that are looking to improve or expand their teams in mission-critical functions, where the success of the firm is highly dependent on the quality of certain hires. If your goal is to build a star sales team, or find a new position, contact us today.

We’ve heard it before: email is a productivity killer. According to a study conducted by Loughborough University, it takes an average of 64 seconds to recover from a distraction. That’s 64 seconds spent trying to remember where you were before you stopped to check that email, read that text, or look at that link before you can get back on track. Multiply that by 96 -- the average number of emails a worker may receive in a day -- and you wind up with a grand total of 100 minutes of every day that employees spend recovering from distractions.

And it’s not just the time lost that’s killing productivity, it’s the energy spent always trying to pick up dropped threads and get back on task.

So what can you do to keep your team on track?

KILL THE MESSENGER.
Well, not literally of course, but there are an increasing number of companies that have eliminated inter-office email for the simple reason that it’s a stress-inducing time killer. The constant ping of incoming emails and IM’s, both work related and personal, creates an environment where getting anything accomplished can be like wading through mud. Sure, some degree of task switching may be beneficial --  it allows for short breaks that keep the mind fresh and challenged. But too much switching can lead to distraction and lack of focus, not to mention guilt, stress and anxiety as they fight to pull, or push their attention back to work.

“Though interruptions can often bring relevant information for one’s work in many cases, resuming after an interruption involves a cognitive cost to reorient to the task. Interruptions can become nested, leading to stress in keeping track of multiple states of tasks.” — Examining the Nature of Fragmented Work

When Atos first introduced their Zero Email™ they were considered mavericks. After all, how can a company with over 76,000 employees maintain fluid communication without email? But they’ve been doing it for several years now, and each year more and more companies are following suit.

DON’T PUSH, PULL.
If the problem you are trying to solve is the constant distraction of devices and applications pinging and ringing all day, you can’t simply replace them with other applications that also demand attention. What’s the point of replacing email with a group messaging app like Slack, when it too is going to be pushing notifications all day long?  

The best solutions are those that allow employees control over when they get information -- that allow them to pull information in, rather than constantly having it pushed to them. That’s where collaboration platform such as Asana comes in. These are built to streamline communication and collaboration without the constant interruptions while maintaining a team project feel. Control over when to break to check on communications is handed back to the individual, and the noise making devices get put on a more meaningful mute.

SMART MAIL.
The solution for many companies may be not to kill email all together, but rather to simply learn to work smarter still. What this very well may look like is segmenting how we communicate by WHO, HOW and WHEN. For urgent on-deadline tasks, instant message tools are going to be far more efficient and capable of handling time constraints. On the other hand, long term projects that require a greater degree of tracking and management very well can be still be handled via email. Without the urgency for an immediate reply, there’s no need to constantly be jumping off to check the inbox.

The truth is that things are not going to get simpler and our brains are not likely to adapt to all these distractions any time soon. We are still going to be fighting to keep ourselves on track and focus, but what we can do is learn to harness these technologies, rather than always being at their beck and call.

When thinking about security for your business, you’ve no doubt seen to it that your office building is well-protected. You’ve got an an alarm system, security cameras and/or a guard posted at the front at your building.

But there is another vulnerability that you might be overlooking that could do way more damage than anything lurking outside.

Increasing Costs of Invisible Threats

The alarming acceleration in the growth of cybercrime is making it difficult for analysts to zero in on what the real cost to businesses is, but it’s reaching record levels. One of the latest findings, according to the IBM Cost of Data Breach Summary is that attacks are growing in both volume and sophistication, increasing overall by 64% in 2015 from 2014, and steadily rising.

The higher complexity of these recent attacks are costing companies more than ever before. The study found that each compromised record can cost $158, with an even higher cost impact in regulated industries like healthcare - a whopping $355 per record. That can add up astronomically when there are thousands of entries.

It’s not Just About Virus Protection Anymore

These sophisticated attacks are getting smarter and stealthier, and can wreck havoc on your business unless you’ve got someone watching specifically for them. An undetected breach, even it it's only for a short period of time, can result in a potentially severe impact to both your business and your customers.. Each minute that the data remains vulnerable, the costs of containing the hack skyrocket.

The only way to mitigate the damage is to have a cyber security response team at the ready to perform incident forensics, stop data leakage, and report the breach to the appropriate agencies, partners, legal and customers immediately. A surprising amount of organizations, even ones in critical sectors like energy and utilities, are not prepared enough to deal with a serious attack.

An Ounce of Prevention…

With the cost of the average data breach climbing up to $4 million an incident, the only offense is to build the strongest defense and apply enterprise risk management. Given the growth and strength of the threats, security breaches have to be factored into the cost of doing business at this point. Investing in cybersecurity failsafes before you face a catastrophic problem is crucial, as it may be it’s too costly and difficult to play catch-up after an attack.

Calling in the Cavalry

Following increased reports of worsening high profile attacks, more and more companies have decided to take the proactive route, and are turning their ships in the right direction and making it a priority to recruit the right cybersecurity talent to properly protect their critical data.

Source: IT NEXT

No one wants to be the next Home Depot, (that recently agreed to pay at least $19 million to 50 million cardholders) or the Democratic National Committee, whose computers got infiltrated and combed for months only to have sensitive campaign information leaked, or completely lose the ability to provide service to customers, so what is a company to do?

According to Radware, Organizations under threat should consider:

• A cyber security emergency response plan that includes an emergency response team and process in place.
  
  
• Protecting its infrastructure from multi-vector attacks that can saturate the Internet pipe.
  
  
• Including on-premise detection and mitigation with cloud-based protection for volumetric attacks.
  
  
• Providing protection against sophisticated web-based attacks and website intrusions to prevent defacement and information theft.
  
  
• Monitoring security alerts and examine triggers carefully. Tune existing policies to allow identification of real threats if and when they occur.

If you’re considering adding cybersecurity experts to your organization, you should:

• Find the right expert for your business size and function. If you’re smaller, you can consider someone that fits a few classifications. If you’re larger, be prepared to go for a more specialized team if you need to protect a wealth of critical personal information.
  
  
• Don't delay beginning your search. Some organizations are reporting that it can take 3-5 months to fill a senior position in some sectors.
  
  
• Get help recruiting the perfect candidate, someone who fits what your business needs right now, as well as who seeks to adapt, keep up certifications and will grow as you and the tech changes.

 J. Patrick and Associates serves Information Technology firms that are looking to improve or expand their teams in mission-critical functions, where the success of the firm is highly dependent on the quality of certain hires. If your goal is to build a star cybersecurity team, contact us today:

In Part 1 of this blog we asked the question, What Does it Take to Attract Top Sales Talent? And the answer we provided was simple: pre-IPO status. Read about why leaders in the field are looking move to these kinds of companies here.

While we stand behind that assertion, we also know it doesn’t tell the whole story. Of course not all of our candidates are looking for the same thing. So while the major trend may still be to go pre-IPO, we also have many top candidates for whom public companies are a better match. However (and this is a big caveat), what they are looking for in a public company is quite specific. And it’s a good distinction to understand.

The Company That’s Gone Public, But Has Not Been Acquired.

There’s a big difference between a public company with an institutionalized culture, and the company that has managed to maintain its pre-IPO identity. What this means is that the original structure and charter remain in place, and that the company has not allowed its identity to change in order to fit that of its parent corp. Because of this attitude, they are able to attract and retain an 'A' level sales team that is more deeply dedicated to the company's brand, culture, and continued growth.

A good example of this is Zappos. Even after they were acquired by Amazon, Zappos has been able to buck convention in the interest of preserving their independent spirit. And this has served them quite well as they are widely regarded as one of the top companies who have gotten company culture right.

The Company That’s Already Been Acquired, But Is Siloed Under An Umbrella.

Rules were made to be broken, so we know that not all acquisitions mean the termination of a company’s identity. Depending on the terms of the merger or purchase, it’s entirely possible for an innovative company to hold on to their identity: as long as they are siloed under the umbrella of the larger corporation.

A good and timely example is the pending acquisition of LinkedIn by Microsoft. If early reports prove to be correct, LinkedIn will exist as an independent entity under Microsoft’s umbrella. Rather than being an integrated brand, they will remain singular, retaining their identity, feel and flavor while benefitting from the reach and technological edge that a parent company like Microsoft can provide.

What these types of companies offer sales people is the ability to have one's cake and eat it too. It provides the foundation and stability of a public company as well as all of the perks that come with greater financial reach— all the while being energized up by the innovation and forward culture of a startup. 

The one constant we are seeing in these highly desirable candidates who are ignited by disruptive technologies and excited by the opportunity to represent the next great products out in the world, is that independence and innovation are of prime importance.

Related Blog:

WHAT GETS ENTERPRISE SALES-LEADERS EXCITED THERE DAYS? - PART 1

J. Patrick and Associates serves Information Technology firms that are looking to improve or expand their teams in mission-critical functions, where the success of the firm is highly dependent on the quality of certain hires. Whether you’re a candidate looking to move to one of our top-end customers, or a vendor looking to build your sales team, contact us today: