Cybersecurity, or. computer or information security is the art of protecting computers, networks, and data from damage, theft, unauthorized access, and loss.

As we have become more interconnected, bad actors have availed themselves of opportunities to threaten our assets. The rise in cybercrime has fueled demand for cybersecurity professionals, with the cybersecurity job market increasing by thirty-one percent since 2019. Since it seems highly unlikely that cyber threats are going anywhere, you can safely bet that the cybersecurity job market will not slow down anytime soon.

Top 10 Cyber Security Certifications

CompTIA Security 

The CompTIA Security+ is arguably the first security certification a cyber security professional should earn. This certification validates the core knowledge required in any cybersecurity role and provides a springboard to intermediate-level cybersecurity jobs, including best practices in hands-on troubleshooting. Taking this certification course helps ensure that you have the practical problem-solving skills required to:

• Understand and work with an awareness of relevant laws and policies, including principles of risk, governance, and compliance

•  Identify, analyze, and respond to security events and incidents

• Know how to monitor and secure contemporary hybrid environments including IoT, mobile, and cloud

• Assess the security position of an enterprise environment, recommend and implement appropriate solutions

Who is the CompTIA Security + certification for?

Earning a CompTIA Security + certification will help you advance in the following jobs:

• IT Auditors

• IT project managers

• Security Engineers and analysts

• DevOps/Software developers

• Network cloud engineer

• Help desk manager

• Administrators

• Systems Administrator

Prerequisites for the CompTIA Security + Certification

In order to become CompTIA certified, you need the CompTIA Network + and two years of experience in IT administration with a focus on security.

Cost of exam: $370

Certified Information Systems Auditor (CISA)

The CISA certification is foundational in a successful IT career. As an entry-to-mid-level professional, the CISA will demonstrate your expertise and ability to apply a risk-based approach to planning, executing, and reporting on audit engagements. 

CISA certification increases your credibility in the eyes of internal stakeholders, customers, and external auditors. In addition to improved job performance, you could see an increase in pay by 20 percent or more. 

Who is the CISA for?

The CISA certification is for entry-to-mid-level IT professionals including: 

•  Audit manager 

• Cybersecurity auditor 

• Information security analyst 

• IT security engineer 

• IT project manager 

• Compliance program manager 

Prerequisites for the CISA Certification

In order to take the CISA certification, candidates must have at least five years of professional experience in:

• Information systems auditing
• Control

If you do not yet have five years of work experience there are some work substitutions a CISA candidate can satisfy that will substitute one year of work experience.

• A maximum of one year of information systems experience OR one year of non-information systems auditing experience.
  
  
• 60 to 120 completed university semester credit hours (60 credit hours replaces one year of work experience, 120 credit hours replaces two years of work experience).
  
  
• A master’s or bachelor’s degree from a university that sponsors ISACA programs. 
  
  
• Teaching computer science, information systems auditing, or accounting at the college level.

Price of the CISA Certification: $575 for members/$760 for non-members

Certified Information Systems Security Professional(CISSP)

The CISSP has been voted one of the best certification courses in the cyber security industry, is highly valued by employees and has become the national standard for security professionals. Becoming CISSP certified shows that you have what it takes to effectively design, implement, and manage a best-in-class cybersecurity program.

Becoming  CISSP certified validates your expertise as an (ISC)² member, which entails gaining access to a plethora of exclusive resources, educational tools, and networking opportunities in the cyber world.

Although the time and financial investment are substantial, the career rewards often prove valuable (in some cases compensation increases by 25 percent) as professionals with the CISSP are in demand.

Who is the CISSP for?

The CISSP is ideal for experienced cyber security professionals who are interested in proving their knowledge across a wide range of principles and practices. Common job titles include:

• Chief Information Security Officer

• Chief Information Officer

• Director of Security

• IT Director/Manager

• Security Systems Engineer, Analysts, Managers, Auditors, Consultants, and Architects

• Network Architect

Prerequisites for the CISSP

In order to be eligible for the CISSP exam, you must have at least five years cumulative paid work experience in two or more of the eight domains of the CISSP CBK including:

1. Security and Risk Management

2. Asset Security

3. Security Architecture and Engineering

4. Communication and Network Security

5. Identity and Access Management (IAM)

6. Security Assessment and Testing

7. Security Operations

8. Software Development Security

Work Experience:

Full-time work: You must have one month of accrued work experience, meaning a minimum of 35 hours per week for four weeks.

Part-time work: Your part-time work experience cannot be less than 20 hours per week and no more than 34 hours per week.

Interns:  Paid or unpaid internship is not considered acceptable. 

Earning a four-year college degree, the regional equivalent of the same, or an additional credential from the (ISC)² approved list will satisfy one year of the required experience. Education credits from a four-year university will only satisfy one year of experience.

If you are not ready to take the CISSP, other options remain. You can become an Associate of (ISC)² bypassing the CISSP examination, after which you will have six years to accrue the required five years of experience.

Cost of the CISSP: $749

Certified Information Security Manager(CISM)

Offered by ISACA, the CISM is a certification for advanced IT professionals wanting to showcase their abilities to develop and manage an infosec program at the enterprise level. This certification course is very similar to the CISSP certification, however, the CISM often offers a more direct route to a management position. 

Who should consider CISM certification?

The CISM certification is for entry-level to mid-level IT professionals with job titles similar to: 

• IT manager 

• Information risk consultant 

• Director of information security 

• Data governance manager 

• Information systems security officer 

Prerequisites for the CISM certification

While the prerequisites of CISM certification are stringent, there is a loophole--you don't actually need to fulfill the entire job experience requirement in order to begin getting your CISM certification. If you don’t have enough professional experience, you can still take the exam. If you pass it, you can still apply for the certification once you get the required work experience. Just make sure to do so within five years.

You will need…..

•  Five years of experience in information security within a ten-year time frame
•  Three years of management experience in three or more of the core areas  

*NoteThe CISM certification offers wiggle room. Some lower-level certifications can actually stand in for both years of experience.

Certified Ethical Hacker (CEH)

Ethical hacking (white hat hacking, penetration testing, or red team) entails lawfully hacking organizations with the intent of uncovering vulnerabilities before harmful players get the chance to exploit them. Earning the CEH certification (hosted by the EC council) demonstrates your skills in penetration testing, attack detection, vectors, and prevention. Ultimately, the CEH certification teaches you to think like a hacker and take a more proactive approach to cyber security.

Becoming CEH certified opens up fantastic career advancement opportunities and, in some cases, up to a 20 percent pay increase.

Who the CEH certification is for?

Consider this certification for job titles such as:

• Information security analysts or administrators

• Information assurance security officer

• Information security specialist

• Information systems security engineer and manager

• Information security professionals

• Information security IT auditors

• Risk/threat/vulnerability analyst

• System administrators

• Network administrators and engineers

Prerequisites for the CEH Certification

To be eligible for this certification course, you need to fulfill one of two requirements: 

• You have two years of professional experience working in information security

• You take the EC-Council-approved CEH training course

Costs of the CEH exam: This is location dependant, with the average cost falling between $950 and $1,900

The GIAC Security Essentials (GSEC)

The GSEC certification validates a professional’s knowledge of security information beyond basic terminology and general concepts. Obtaining this certification demonstrates that security professionals are qualified for hands-on IT system roles in security tasks including defense, network, and cloud security, cryptography, incident response.

Who is the GSEC certification for?

• Anyone new to the infosec industry with some knowledge of information systems and networking

• Security professionals including managers and administrators

• Operations personnel

• IT engineers and supervisors

• Forensic analysts

• Penetration testers

• Auditors

Prerequisites for the GSEC Certification

To be considered eligible for the GSEC exam you must have at least the GSEC, GCIH, GCIA with two Gold, however, there are some alternatives that can be applied. Please see the complete list.

Cost of GSEC exam:$1,699

Systems Security Certified Practitioner(SSCP): The Preferred Systems Administer Certification

Obtaining this intermediate-level, globally recognized certification for security and operations is a great way to grow your career and better meet your organization’s security needs. Obtaining this certification demonstrates your ability to:

•  Design, implement and monitor a secure IT infrastructure by testing your ability to access controls

•  Conduct risk identification and analysis

• Develop an understanding of security administration, incident response, cryptography, and network, communications, systems, and application security

Who is the SSCP certification for?

The SSCP is designed for IT professionals, managers, and network security professionals who are involved in the daily hands-on operational security of their organization, with job titles including:

• Network Security Engineer

• Systems Administrator

• Security Analyst, administrators, consultants, and specialists

• Systems Engineer

• Systems/Network Analyst

• Database Administrator

Prerequisites for the SSCP exam

In order to take the SSCP certification exam, you must have the following: 

At least one year of cumulative paid work experience in one or more of the seven domains of the SSCP CBK, including: 

1. Access Controls

2. Security Operations and Administration

3. Risk identification, Monitoring, and Analysis

4. Incident Response and Recovery

5. Cryptography

6. Network and Communications Security

7. Systems and Application Security

• Full-time Experience: One month of accrued work totaling at least 35 hours per week for four weeks.

Cost of the SSCP exam: $249

CompTIA Advanced Security Practitioner (CASP+) 

The CASP+ is designed for cybersecurity professionals who want to showcase advanced skills and continue working in technology (as opposed to management, which is more aligned with the CompTIA Security + certification). This certification is the only hands-on performance-based certification in the industry that encompasses both security architecture and engineering.

Who is the CASP+ certification for?

Jobs that use this certification include:

• Security Architects and analysts
• SOC Manager
• Senior Security Engineers

Prerequisites for the CASP +

• 5-10 years of experience in IT administration 
• 5 years minimum of hands-on experience with technical security 

Costs: $466 

GIAC Certified Incident Handler (GCIH)

Receiving this certification shows that you have an understanding of offensive operations, including the most common attack techniques and vectors, including an ability to detect, defend, and respond to attacks. Additionally, you will be up to date on Hacker Tools (Nmap, Nessus, Metasploit, and Netcat).

Who is the GCIH for?

Anyone working in the cybersecurity industry would benefit from this certification. Some of the most common job titles are:

• Incident handlers

• Incident handling team leads

• System administrators

• Security practitioners and architects

Prerequisites for the GCIH

Unlike most professional certifications (including those listed here) for which specific levels of work and educational experience are prerequisites, there are no barriers to taking the GCIH exam. However, it is nonetheless in your best interest to have a solid understanding of basic security principles, windows command line, and basic networking protocols before taking the exam.  

Cost of the GCIH exam: $1,000

Offensive Security Certified Professional (OSCP)

The OSCP from Offensive Security is one of the most sought-after certifications for penetration testers. This certification course gives you the skills to be a great penetration tester and instills the mindset needed to successfully work in related fields. You will also gain the opportunity to learn about the most up-to-date hacking tools and techniques.

Who is the OSCP for?

The OSCP is an industry-leading certification for penetration testers, other common job titles include:

• Infosec professionals wanting to get into penetration testing

• Penetration testers 

• Security professionals

• Network administrators

Prerequisites for the OSCP

In order to be eligible for the OSCP certification exam, you should have a solid understanding of the following:

• TCP or IP networking

• Reasonable Windows and Linux administration experience

• Basic knowledge of Bash and/or Python scripting

Cost of the OSCP: $1,000

Are Cyber Security Certifications worth it?

According to a survey done by (ISC)², 70 percent of cybersecurity professionals surveyed in the U.S. were required to have a certification by their employers, but even if certification is not a strict requirement at your current professional juncture, becoming Cyber Security certified can both boost your salary by $18,000- $20,000 and help you stand out in a crowd of applicants vying for positions in a high-demand field. In the final analysis, no matter which of the above certifications you choose, pursuing at least one of them is a fantastic way to advance your career and areas of competence in ways that will certainly remain in demand for the foreseeable future.  

As AV thrives, the demand for Audio Visual technicians is outpacing supply. Even if you haven't worked in AV before, opportunities are plentiful for qualified technicians, in so long as you possess some fundamental skills.

Audio visual technicians set up, operate, maintain, and repair sound and video equipment for live events like concerts, sports games, business conventions, meetings, webinars, and distance learning. They might also assist in the production of movies, TV programs, CDs, and DVDs.

What companies look for in entry-level Audiovisual technicians

An associate's or bachelor's degree in audiovisual technology or a related field is typically required, however, there are times when relevant experience is sufficient. Having a strong working knowledge of AV equipment, camera, and lighting techniques will help.

Excellent computer and troubleshooting skills, attention to detail, and exceptional communication, customer service, and organizational skills are always an added bonus. That said, let's dive a little deeper into what makes a great AV Technician.

Ability to Learn

In the AV field, you need to be comfortable with electrical equipment because the AV space requires you to work with different audio, video, and computer technology. 

A background in any of the following areas can stand you in good stead for a career in AV:

• Photography
• Creative Media Production
• Audio Production
• Digital Media Technology
• Music production
• Sporting events

While working in these areas does not specifically prepare you for an AV technician job, it does give you a passing familiarity with some AV equipment and the vocabulary of the industry.

Related Experience

Employers who are willing to hire techs from outside the AV world will nonetheless be looking for work experience - most likely 3-5 years in a related field. You’ll also need to to demonstrate some familiarity with the different applications (commercial businesses, residential homes, government, healthcare), audiovisual equipment, and manufacturers like Extron, AMX, Crestron, and DSP as they relate to each sector.

Learning about circuit boards, processors, chips, electronic devices, computer hardware, and software (applications, programming, audio- and video equipment) can demonstrate your ability to adapt to different settings.

Also, keeping an updated portfolio with testimonials, pictures, and/or schematics will help give prospective employers an in-depth representation of your past performance.

Communication Skills

As a post-sales or pre-sales technician, the ability to communicate with customers and co-workers is key to success in a variety of situations including the ability to explain processes in layman's terms that require little-to-no specialized knowledge in order to be understood. 

Working in this space requires that you meet customer demands and resolve any problems that might crop up along the way. Following the installation process, customers will often have operational questions and last-minute “How to’s.” It’s important to be able to address these concerns in a comprehensible way.

Thinking on the spot

Out in the field, AV service technicians are often faced with situations that require thorough analysis and decisive action. The issue can be as complex as troubleshooting a Crestron unit or as rudimentary as deciding how best to make use of limited space when hanging monitors in a university common room. 

As a field tech, you'll want to develop habits of mind that incline toward thoroughness. The better you understand the materials with which you work, the more capable you will be of delivering successful service in a timely manner. 

Positive Attitude

You should anticipate being thrown curve balls. As in the life outside of work, complications invariably arise on the job. The way you handle your attitude and take control of the situation will ultimately determine your relative success or failure. 

A strong and positive attitude also influences customer experience. You will be the face of the company out in the field, so you must be comfortable in the role of brand ambassador. Remember to keep your head high and project confidence, especially in trying situations.

With the right set of qualifications and an interest in working on the user end, being an AV technician can be a rewarding career trajectory. Make sure to familiarize yourself with your materials, develop your communication skills, and practice maintaining an optimistic and solution-oriented outlook, and you will be well on your way to success. 

Looking for a full-time or part-time AV job? Click the link below to connect with a recruiter and find out what's available for you!

Sound like you? J.Patrick & Associates has multiple AV Industry Jobs which we encourage you to check out!

Looking for a project engineering, audio engineering, project manager, sound engineer, design engineer, sound technician, or any technician position? Click Here to search all our jobs!

According to The National Center for Women in IT, tech companies with women in management positions achieve a 34% higher return on investment.

Yet, women still only occupy 26% of the over 4 million computer science-related positions in the country and account for only 11% of executives in Fortune 500 tech companies.

Not only is the lack of diversity in tech profoundly out of line, but it's also bad for business.

The good news is that a good number of organizations and initiatives have cropped up around the country to change the game. Some are focusing on girls still in school, others on offering training to women already out in the workforce. But what unites all of these organizations is the belief that not only should women be occupying an equal share of the over 3 million tech jobs, but that they are in fact the future of tech.

Here's a rundown of 8 of the leading not-for-profits and organizations working to forge a path to get more women in tech, and to help women make their mark in the industry.

Here are 8 Programs Leading the Way for Women in Technology

1. Girls Who Code

The US-based program has taught over 450,000 girls to code to date. They offer both after-school clubs which are open to 6th-12th-grade girls, and summer immersion programs for 10th-11th-grade girls which take place at leading technology companies. With locations in all 50 states, Puerto Rico, and the Virgin Islands, they are driven by the single-mandate to close the gender gap in the technology sector.

Brookview House in Dorchester, Ma, an organization dedicated to helping homeless families develop life-skills and training has opened their own chapter of #girlswhocode. This kind of outreach to underserved communities is actively changing lives. Not only are they empowering girls who might not have ever thought they were entitled to a career, but they are also laying the very foundation these girls need to launch successful careers in tech.

2. Black Girls Code

Black Girls Code's vision is to: "increase the number of women of color in the digital space by empowering girls of color ages 7 to 17 to become innovators in STEM fields, leaders in their communities, and builders of their own futures through exposure to computer science and technology. To provide African-American youth with the skills to occupy some of the 1.4 million computing job openings expected to be available in the U.S., and to train 1 million girls by 2040."

And they're succeeding. By reaching out to underrepresented communities to teach coding on platforms, such as Ruby on Rails and scratch, Black Girls Code is engaging girls who might never have been introduced to tech in their schools. Through programming and game design, they are preparing black girls to not only take their place in the tech sector but to become the designers of their own futures.

3. Code.org 

A not-for-profit organization, Code.org is dedicated to expanding access to computer science to underrepresented populations including young women. They also provide professional learning programs for teachers to integrate CS into their classrooms, are working to set up policies supporting CS and partnering with school districts to add CS to the curriculum.

Currently, there are 60 Million students on Code.org and 27 Million of them are young women. 

Their Hour Of Code initiative, a free one-hour tutorial designed to provide a fun and easy introduction to coding, is available in 45 languages and has been implemented in over 180 countries.

4. Girls can Code: The Womanity Foundation

This not-for-profit has set out to empower women of all ages in developing countries and to help accelerate progress within their communities. Inspired by the UN Sustainable Development Goals, their mission is to

• Support girls and women’s access to quality education and vocational training.
• Create employment, revenue generation and professional career opportunities for women.
• Promote avenues that give women a voice in society, politics and governance institutions.
• Protect women and girls’ physical and psychological integrity.

The Girls Can Code initiative in Afghanistan, works in accordance with the Ministry of Education, allowing them to build an intensive introduction to coding for young women in Kabul.

In other words, they are working within cultures to help create a path for women and girls to succeed.

5. Built By Girls

#builtbygirls is one of the organizations leading the way past simply teaching girls to code. As stated on their homepage, they recognize that there are countless opportunities for careers in tech and they've made it their mandate to prepare girls to innovate and lead.

Wave Utilizing a devoted mobile platform, this mentorship connects girls 15-18 years old with mentors in the technology sector. Over the course of 9 months, the program pairs each of the 150 girls with 3 mentors, based on the girl's areas of interest. The 3 month period with each mentor is spent in communication in which the 2 will solve a hypothetical problem related to that business or sector. Much of the communication takes place through the app, but the program also includes a monthly visit.

At the end of the 3 months, the mentor then introduces their student to 2 relevant contacts from their network - meaning that upon the completion of the program, each student will have a minimum of 9 contacts in her field of interest.

The program launched with 150 girls. They have now made 10,000+ mentor matches for young women in technology. 

Girls Who Fund On the VC/startup end of the business, #builtbygirls offers a summer apprenticeship program for college-bound girls at BBG Ventures, an early-stage seed fund investing in consumer tech startups with at least one female founder.

During the month-long program, girls learn the fundamentals of running a startup, and study the bones of venture capital (VC). They also are afforded the amazing opportunity to not only meet leaders in the VC field but to also sit in on pitch meetings.

6. Girl Develop It (GDI)

What began with one class offered in NYC in 2010 has since blossomed into an organization with chapters in over 60 US cities. GDI provides low-cost training for women to learn web and software development. Their focus is on providing a judgment-free experience where women of all backgrounds and economic levels can learn new skills while increasing their confidence and career prospects. And it seems that they are succeeding, as their organization represents over 100,000 women to date.

7. Rails Girls

Founded in Finland, Rails Girls has now blossomed into a global not-for-profit community. Sponsoring events that are organized by volunteers, Rails Girls focuses on providing women with the tools, the knowledge, and the vocabulary to build out their ideas. By making technology more approachable they are empowering a new generation of business owners, entrepreneurs, and content providers.

8. Railsbridge Triangle

Also born out of a single workshop, this one in San Francisco in 2010, Railsbridge Triangle is devoted to creating diversity in tech: not only gender but race, sexual orientation, ability, and class. While their first workshops might have focused on women, they have since expanded their scope.

As they say, they "value acceptance, enthusiasm, and hard work. The Railsbridge community thrives on optimism and a love for making great things." 

Congratulations!

Your job search and interview process have finally paid off, however with two competing offers,  each presenting certain benefits that make it a good fit.  

The first thing you should do is just take a moment and remind yourself that some people would riot to be in the position you are in.

Now, let’s break down some points to help you evaluate how to best handle the “two job offers” situation.  

Weighing Your Options Between Two Competing Job Offers

Written In Ink

When presented with multiple job offers, it’s natural to start comparing them immediately. However, it’s not wise to do so until you have a physical copy rather than just verbal offers of both opportunities. You want to be able to weigh several vital factors, such as health benefits, vacation time, maternity leave, and commute time against each other. All of these important data points should be measured as concretely as possible.

Also remember, without a written offer, your negotiating power is limited since you're basing all of your facts off a verbal agreement.

So get it in writing and don't forget to read the fine print!     

Be Honest

When you encounter this kind of situation, it’s common to ask yourself if you should tell one company about the other offer.  In some cases, one offer may require a decision before you've received the specifics from the other proposal. If you have the opportunity to review both offers without spilling the beans then you should do so. It’s possible for a company to feel as if you're trying to shake them down or force them into a bidding war by revealing the other offer.

If you’re cornered and have no other option but to tell the company about the other offer, then do so carefully. An example would be:

“I am appreciative of your offer, and the thought of joining your company is very exciting, but I will be honest and tell you that there is another offer that is currently pending, and I’d like some time to weigh all my options.”

You will always run the possibility of them saying no or stripping the deal; however, hopefully, they’ll respect you for being honest. And in the end, you can thank them for making your decision a lot easier.

Break-It-Down

Once you have both written offers in hand, you should start by writing down what specifically you want from the new job. Make sure, however, to always keep an eye out for any red flags. Health insurance, good company culture, there are so many different variables to take into account, especially with multiple offers.

This shouldn't be a quick process where you immediately run to the offer with the highest salary. You’ll be spending a good deal of your time in this new position, so make sure to consider all factors and not just the obvious ones. To make this process a little easier, consider making a S.W.O.T analysis or another form of a comparison grid.

Before considering the negatives, start mapping out all of the benefits from each proposal. Only after you’ve compared the potential benefits is it time to move on to review the negatives. Factors, such as work environment, travel distance, and your overall happiness should be given the utmost consideration.

The simple act of physically writing them down allows you to grasp a better understanding of the benefits of both offers.

Take A Walk

Take a break. After all, it’s what you do when you need to blow off some steam or if you've hit a rough patch at work. It’s essential that you give yourself some time to think and clear your mind. 

When you're stuck in one way of thinking, find some sort of distraction, whether it be watching a movie or reading a book. Just make sure you get out, let loose, and let the two offers be the last thing on your mind for a little while.

Make a Decision

Though this kind of situation can become stressful, you must ultimately choose what feels right for you. Consider everything that is important, make your decision, and never look back.

We all have that inner wisdom lying in the bottom of our stomach -- Listen to it.

The road to a job offer and the Sales Engineer interview process can look a bit different from other roles after the initial stages.

After impressing the hiring manager during your call or video interview, you've had a technical screen, interviewed with a senior sales engineer or perhaps some peers. You might have even been screened by 1 or 2 of the sales reps you'd be supporting.

Now it's time to clear the final hurdle of the interview process -- the product demonstration interview. 

Whether you've been a SE for years, or this is your chance to step up into the role, there are some key factors to keep in mind as you prep for the demo.

The Ideal Candidate Marries Aptitude + Attitude

The ideal candidate for any SE role obviously has to have the technical knowledge and capability to support the product. But you know if you hadn't passed the technical screen you wouldn't be preparing to give a demo, so you clearly are at least minimally competent.

So, your job during the presentation goes way beyond being able to explain the back end of the product. The real point of the demonstration interview is demonstrating that, along with possessing technical know-how, you are relatable, passionate and creative.

Hiring managers are looking for SEs who can  make the product accessible and comprehensible while instilling trust in the clients. Your job is to be an evangelist for the product by transferring your enthusiasm and telling a story that explains why this specific product is the perfect solution for the customer.

Conveying that you have the perfect combination of aptitude and attitude during your presentation will put you within reach of an offer, and the best way to do this is with a little narrative flair. You don't have to win a Pulitzer, but you should organize your presentation like a story with an identifiable beginning, middle, and end. 

Confidence is Key

Since you aren't doing a demonstration for customers, you don't have the benefit of discovery or a pre-call. And while you will have done your research on the hiring team, you're not pitching the product to fill a technological need for them. In fact, you might even be in the position of having to demo the hiring company's product for them. Your focus should be on making yourself as appealing as possible, and using the product as a means by which to do so.

This does, to some extent, put you at a disadvantage. You've likely become accustomed to being the expert in the room, and suddenly you're in the position of having to sell to people who know more about the product than you do.

Cast in a different light, however, even if your product expertise does not equal that of the hiring team, your knowledge of yourself far supersedes theirs.  This means you can still knock the demo out of the park.

And the key is confidence. 

We're not talking cocky swagger here. This is a confidence born of practice, research, and intentionally constructed preparation. It is the evident ability to hold to your agenda and convey your enthusiasm, creativity, and competence.

In some ways, a room full of skeptics is the best test of your talents. If you can convincingly sell a panel of Senior Sales Engineers, the VP of Sales and the hiring manager on their own product, then you can face the toughest customer challenges out there.

Share Your Passion

If your sales engineer demo is on a product of your choice, choose something you're passionate about. Pick something you've researched deeply and can discuss with a convincing degree of authority.

We once had a candidate do a demo on remote-controlled helicopters - a subject that had absolutely nothing to do with the company's product, but was one for which he could be an evangelist. His passion and knowledge were on full display, and he expertly showcased the true object of the demonstration, namely himself.

He nailed the demo and got the job.

Close the Deal

Whether you're presenting on your current product, the hiring company's product, or your favorite hobby, a successful Sales Engineer knows how to adapt to any set of circumstances.

You might not end your demo looking for the sale, but you do want to bring the pitch to a clean close. Just as you know how to convert prospects into customers from a position of knowledge that offers a solution, you can use that power of creative know-how to get the job by optimally presenting yourself.

Engage with the room honestly and personally, stay on target, explain the functionality of the solution, and convey your passion for helping your interviewers put a solution to work.

At the most basic level, workplace diversity is important because it represents fair and equitable hiring practices. It's reflective of society and the truth of our demographics. After all, according to the US Census Bureau, Asian, Hispanic and multiracial groups will hit majority status by 2044.

Our businesses need to reflect who we are.

But there's another reason businesses need to focus on building an inclusive workforce: a broad spectrum of talent and ideas is vital for success. Exposure to a variety of points of view can lead to more ideas and better decisions. Diversity pushes us to explore, rethink, innovate and push boundaries.

In short, diversity is good for business. 

We only have to look to The Renaissance for the perfect example. The Age of Enlightenment didn't just take shape out of thin air. It happened because technological advances (larger ships, navigation techniques, etc...) enabled people to travel greater distances. When East met West all manner of ideas were exchanged. Creativity was ignited sparking the idea for countless, important innovations.

The same holds true for your business. If you're not attracting and retaining women and employees from diverse racial and ethnic backgrounds then you're depriving your company of the full spectrum of available talent. And that is bad for your bottom line.

Let's explore 4 practical steps you can take to enhance diversity in the workplace.

1. Assess Yourself

In order to build an inclusive team, you first have to take an honest look at where you are right now. To make any kind of shift, the organization needs to be willing to ask hard questions of itself and try to assess the situation with candor.

Some things to ask consider include:

• What mechanisms have you established for offering promotions?
• How are you managing your talent pipeline?
• At what point on your corporate ladder are you experiencing the most drop off by women and ethnic minorities?
• Are you utilizing exit interviews to gather information on drop off?
• What, if any are your recruitment biases?

The best way to find positive solutions is to delve deep into your problems with an honest and unbiased approach.

2. Attract

Let's be clear, we are not speaking about quotas or hiring goals. This is about building teams that reflect a wide variety of experience, thinking style, personality type, and points of view.

But the truth is if your company culture does not reflect an inclusive mindset, all the quotas in the world won't help you to attract the kind of talent you need to succeed.

Make certain that your brand aligns with your philosophy. Just as savvy consumers have learned to sniff out greenwashing, candidates will know when your commitment to diversity is superficial.

Hiring managers need to set their checklists aside. Rather than looking for candidates who can check off each box and fit the position profile to a T, look instead for team players who bring a new perspective or unexpected experience. What you want are broad thinkers who bring a spark of innovation to your team. And you're more likely to find that when you cast a wide net. 

3. Retain

Now devote equal time and energy to getting new hires to stay. According to the 2016 Women in the Workplace Report by McKinsey & Co., women receive less access to the people, feedback and opportunities that lead to promotions. They are also less likely to receive the first critical promotion that will set them on the path to management. And that all adds up to higher attrition rates.

This is the time to lay the groundwork for the long run. It’s important to show your hires they have a future in the company. Establish mentoring programs to help build strong relationships and illustrate the pathways for advancement. The Women in Business, Turning Promise into Practice report by Grant Thornton revealed that providing mentors for female employees helps women to build their confidence, empowers them to speak up and to stand up for their ideas. It also provides a framework for seeing where they can go in the company.

As Kim Bohr, Executive VP Operations at Fierce, Inc. stated in the HR Daily report on 2017 workplace trends, "An objective within organizations should be to create an environment where all employees can feel at ease and capable of understanding differing perspectives that exist, regardless of gender, race, generation, religious affiliation, or any other aspect of identity."  

4. Inspire

Make certain that avenues for advancement are well known among all of your employees. Create an environment where innovation, flexibility and prudent risks are rewarded. And always highlight successes, both large and small. The confidence and appreciation you extend will be returned two-fold. 

In addition to focusing on current hires, also think about setting your sights on the future of the workforce. Getting involved with organizations that mentor girls and minorities is another way to support the diverse workplaces of the future. There are organizations devoted to girls and minorities in STEM fields, in Management and even programs geared toward encouraging girls and minorities to step onto the MBA path. Whatever your field, there's an organization promoting education for kids and job training for underserved populations.

Perhaps the most important thing to remember about diversity is that it's not just about numbers. It's about a company culture that values equality and recognizes the inherent strength in a variety of perspectives and ideas.

There's one vital truth every sales manager knows: A motivated sales team is a successful sales team.

But sometimes motivation flags and the team hits a rough patch. It might be a case of the post-vacation blues, the March muddles or the mid-summer humdrum. You may never know what causes a flag in productivity, all you have to know is that it's up to you to re-invigorate and motivate your team.

Here are 6 ways to motivate your sales team and get them back to running at full tilt.

Build Trust

The foundation of any healthy relationship is trust, and this is no less true of the manager/employee dynamic. We already know that people who are invested in their work are more productive and more likely to succeed. (In fact, according to one study, they are 12% happier) The manager who sets a tone of mutual respect and trust is more likely to keep the team moving forward than one who focuses solely on metrics and outcomes.

In order for your team to succeed they have to feel that you have their best interest at heart and that you are open to hearing about both their challenges and goals. Nurturing an environment based on transparency is vital to building the two-way bond of trust and engagement.

Provide Resources

It's one thing to train a new hire, but in order to keep your team upbeat and closing, you need to always be providing new resources for them to deepen their skills.

And while sometimes that might manifest as additional training, don't forget that the depth of your knowledge and experience is a vital source of information. Spend one-on-one with your reps: schedule time to listen in on calls, provide the opportunity for them to sound off with their questions, problems, stumbling blocks.

There's another benefit of spending time individually with your reps; not only are you building rapport, but you're also sending the very strong signal that you are personally invested in their success.

Set Clear Expectations

Always make sure that your team understands what you want of them. Closing deals might be the obvious goal, but have you set clear objectives? The last thing you want is a team that consistently falls short of their quota.

And more importantly, are the objectives attainable? Have you made certain that your sales reps know what is expected of them?

It's one thing to set a quota, but if your expectations are based on out-dated metrics, or don't account for a change in the market, then you are setting your team up to fail.

Give Regular, Actionable Feedback

Regularly scheduled reviews (bi/tri/annually) providing ongoing feedback.

Make yourself available on a regular basis. It's important to create an environment where feedback is part of the daily/weekly process.

And most importantly, framing that feedback in a positive light, as an opportunity for growth and providing actionable items leads to trust and ultimately to better employee performance.

Reward Successes Large & Small

Even the most self-disciplined and talented salesperson needs to know that they are valued. Celebrate milestones and victories, both large and small.

The "No news is good news" axiom is not one you want to follow when it comes to managing your team.

Be certain to recognize those small daily victories that might not lead directly to closing a deal, but rather that add forward momentum. Everyone wants to feel appreciated - a pat on the back should not be conditional on closing a deal.

Manage the Individual

Every manager has a style, and hopefully, you made yours clear during the hiring process.

Understanding what drives an individual is key to motivating them. And the best way you can form that understanding is by getting to know them. Some key preferences you may want to know are:

What do they want to accomplish?

What pace of feedback do they respond best to: daily/weekly/monthly?

How do they like to receive feedback: publicly/privately? In-person/via email?

What motives them?

What is the surest way to squash their motivation?

Keeping your sales team inspired and motivated is about finding out what drives them, as individuals and as a collective. Once you do, chances are you'll see both quotas and employee satisfaction rise.

5 Reasons Why You Should Never Turn Down An Interview

Here you are happy as can be in your current position when out of the blue you get a call from a recruiter (or a friend drops you a line) saying they've got an amazing opportunity for you.

You weren't thinking about leaving - you like your job, your boss is a peach and life is running like clockwork. So you might be tempted to turn down the opportunity to go on the interview, after all, you're busy, why waste anyone's time?

Well, there are some great reasons to take the interview, and not all of them center around finding a new job.

 1. The Best Laid Plans

As they say, the only thing you can count on is change. One day things are running smoothly at work, and the next day you come in to find your company is being acquired. Or maybe your boss gets promoted or leaves and now your team is learning how to work with a new leader. The new boss may not think as highly of you like the old boss, they may have a style that clashes with yours or they may simply have someone else they want to put in your position. You certainly can't plan for this kind of upheaval.

On the other end of the spectrum, you never know when you might stumble into the job of your dreams. We've all heard the stories of people who reluctantly went on an interview only to find their dream position.

Taking the time to meet for a coffee or lunchtime interview may just be the best thing you can do to maintain control of your destiny.

 2. Loyalty Can Be A Slippery Slope

Long gone are the days when a career spanned 25 years ended with a retirement party and a gold watch. In fact, the new normals for millennials are to spend an average of 2.5 years at any one position.

And even if you do find yourself in a long term position, you might be selling yourself short. Chances are incremental raises and promotions will not carry the same kind of bump in salary that new job might (unless of course you are given a counteroffer). Then too, is the reality that there's a limit to how far one can climb at the same firm. While your boss may think highly of you, if you are looking to move into a new area or take on responsibilities that greatly vary from your current position, you might just stand a better chance of being thought of in a new light somewhere new.

And finally, the truth is, when cuts need to be made some companies will look to cut the costliest employees first. If the choice comes down between someone who is working near the top of the pay grade and a newer hire, chances are you very well might be the first on the chopping block.

 3. There's No Such Thing As Wasted Time

Just as going on vacation is a great way to re-energize and open new pathways of thinking, so too is talking to other companies.

Gaining insight into how other companies operate and other teams engage can act as jet fuel for your current position. While you're certainly not taking these meetings to spy, you can use it as a window into industry trends.

Information is power, so even if you're not interested in pursuing the opportunity any further, the worst thing that will come of the interview is insights into market trends. It might also highlight just how good you have it at your present job.

 4. Stay On Your Toes

You know you should be keeping your resume up to date and your LinkedIn profile current, but if you're not always looking for the next great opportunity, most of us simply won't do it until we need to. But if you wait until you've either left or lost your present position, you're putting yourself at a disadvantage. No one wants to have to do that under duress.

 5. Build A Better You

There's nothing like getting out in the world to see yourself in a new light. Even if you get nothing else from an interview, it's an opportunity to test how you rate in the marketplace. Afford yourself the chance to test which of your skills are in demand and which you are lacking. You'll be able to see how the marketplace views you and get a better understanding of your strengths and where you need to learn. Any chance to brush up your interview chops is one you should jump at.

There are however a few words of caution you must keep in mind:

• Don't make or take phone calls on company time
• Do not use company equipment to make phone calls, send emails, faxes or do research
• Remain focused on your job while you're at work
• If you can avoid it, don't schedule an interview during work hours
• Don't make any mentions on social media
• Don't use current co-workers or colleagues as references

As long as you remember these few rules, we encourage you to take advantage of every interview that comes your way, you never know where it will lead you!

With the recent cyber attacks against the DNS service provider Dyn, information security experts are doubling down their effort to develop the next generation of prevention and solution methods. In other words, the demand for online security has never been greater.

Distributed Denial of Service (DDoS) is a digital attack that attempts to disable any online service by sending an overwhelming amount of traffic from multiple sources, also known as ‘Botnets’. Though these attacks do harm, they are not intended to expose or steal any personal information, but rather overpower a hosting server, making it unavailable to users. Over 2000 DDoS attacks are observed daily with one-third of all online downtime complications resulting from DDoS bombardment.

The process of recovering from an attack can take from hours to days to weeks; all depending on the depth and breadth of the strike. All businesses should take the precaution of purchasing an anti-DDoS service to insure your IT safety.

Volumetric

In a volume-based attack (ICMP), the network/service bandwidth becomes congested with a mass amount of traffic resulting in a flood of access requests. Due to this attack all applications and services are rendered useless.

Protocol

Protocol attacks are aimed at saturating networks resources by sending open requests (Pings of Death). These attacks manipulate IP protocol by sending large IP fragments, resulting in reboot or crash.

Application

An application violation (Slowloris) targets the expected behavior of protocols (TCP. HTTP.) by tying up computational resources and preventing the user from accessing their requests. These types of attacks are very difficult to identify and defeat.

Here are our top 5 DDoS Protection Cybersecurity Providers:

There is just too much on the line when it comes to protecting your online assets. Always keep in mind that it only takes one single attack to compromise your business and your customers' online safety. Beat the botnets to the punch, and take immediate action by purchasing a protective service.

Better to be safe than... you know the rest.

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