Cyber Defense eMagazine June 2020 Edition
Cyber Defense eMagazine June Edition for 2020 #CDM #CYBERDEFENSEMAG @CyberDefenseMag by @Miliefsky a world-renowned cyber security expert and the Publisher of Cyber Defense Magazine as part of the Cyber Defense Media Group as well as Yan Ross, US Editor-in-Chief, Pieruligi Paganini, Co-founder & International Editor-in-Chief, Stevin Miliefsky, President and many more writers, partners and supporters who make this an awesome publication! Thank you all and to our readers! OSINT ROCKS! #CDM #CDMG #OSINT #CYBERSECURITY #INFOSEC #BEST #PRACTICES #TIPS #TECHNIQUES
Cyber Defense eMagazine June Edition for 2020 #CDM #CYBERDEFENSEMAG @CyberDefenseMag by @Miliefsky a world-renowned cyber security expert and the Publisher of Cyber Defense Magazine as part of the Cyber Defense Media Group as well as Yan Ross, US Editor-in-Chief, Pieruligi Paganini, Co-founder & International Editor-in-Chief, Stevin Miliefsky, President and many more writers, partners and supporters who make this an awesome publication! Thank you all and to our readers! OSINT ROCKS! #CDM #CDMG #OSINT #CYBERSECURITY #INFOSEC #BEST #PRACTICES #TIPS #TECHNIQUES
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Shorten the job hunt process<br />
The problems don’t end there. Companies often take far too long to hire anyone. The process tends to<br />
be overly laborious – even when searching for employees in a high-demand market such as cyber<br />
security.<br />
Positions can stay open for nine months and often longer. Corporate recruiters often are asked to fill 50<br />
or more jobs at once. Even when hundreds of people apply to one position, few people have time to<br />
review them, or at least not for several months.<br />
<strong>Cyber</strong>security affects finances<br />
Companies also wrestle with cyber security hiring because cyber security does not generate revenue.<br />
It’s an expense. Naturally, the company wants to keep the revenue-generating engine humming. They<br />
are therefore more inclined to hire salespeople and others who can affect the bottom line.<br />
The flaw in this logic, of course, is that if the company’s cyber security stays weak, fraudsters are more<br />
likely to steal millions of dollars and valuable information from the company. But until that happens,<br />
companies de-prioritize cyber security hiring in favor of people who bring in the cash.<br />
Overreliance on certifications<br />
<strong>Cyber</strong>security professionals rely too much on certifications and are not familiar enough with the<br />
certification programs to assess whether they show that an applicant is competent in a discipline just<br />
because they gained the certification. Some certifications are easy to get and don’t require much skill.<br />
Too often companies place too much value on one applicant who has a certification when another<br />
applicant who does not is better qualified for the position.<br />
It’s not all about the money for employees<br />
Employers also underestimate how much job applicants value doing meaningful work. They frequently<br />
assume the salary constitutes the overriding force for luring candidates. But actually the work they will do<br />
and how valuable it is to the employer means a great deal to employees.<br />
How to overcome these obstacles<br />
To be more successful hiring cyber security professionals, companies need to become much more<br />
knowledgeable about what cyber security is and pinpoint exactly why they need to hire people to help<br />
them with this important program.<br />
<strong>Cyber</strong> <strong>Defense</strong> <strong>eMagazine</strong> –<strong>June</strong> <strong>2020</strong> <strong>Edition</strong> 116<br />
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