Today, there may be more devices connected to the internet than there are people walking the planet. That means there are billions and billions of objects heading online each and every day, and every one of them could potentially represent a vulnerability.
Many consumers view devices like smart thermostats as innocuous. However, once they are in place, the ae connected to a network, creating a cybersecurity risk if the device isn’t properly managed.
As more companies embrace the Internet of Things (IoT) and mobile devices to improve their operations, neglecting to focus on device security means your business is also vulnerable. Instead of seeing these pieces of tech as harmless additions, the need to be considered potential points of entry into your network, ensuring you maintain the proper mindset to keep your systems and data safe.
If you haven’t focused on securing your devices, here are some tips for getting started.
Manage Your Device Updates
A surprising number of internet-connected devices require regular updates. However, these aren’t always performed automatically, leading many of them to remain in the original state for months or years on end.
For example, many vehicles that support internet connectivity may need updates to maintain optimal operations. Sensors, barcode scanners, thermostats, and a range of other devices are in similar positions.
Without proper update procedures, you won’t receive any patches that enhance the security of the device by closing known vulnerabilities. This means you could be at risk if an out of date device remains on your network, even if it doesn’t do anything but maintain a connection.
Automate Security Event Log Reviews
Many companies are inundated with security events. Every time an employee mistypes their password, the incident is logged for review. If a tablet shifts between access points in your workplace, that could result in an entry. And, if a smartphone suddenly seems to appear in a different country, that is another event.
Ultimately, not every event signals a problem, but, if your company gets thousands of events in a single day, having a person separate those that correlate with a genuine security incident from those that don’t may be cumbersome, if not impossible.
Luckily, if you embrace AI, you can use a machine to supplement the work of people. They can seek out specific kinds of incidents, flagging them for further review, or determine whether a device's movements or actions are expected or cause for concern.
Ultimately, by assuming a security mindset and supplementing with AI technology, you can manage your devices more effectively, ensuring your systems remain secure and your data stays safe.
If you are interested in learning more about managing device security or are seeking a skilled professional to join your IT security staff, the team at The Armada Group can help. Contact us to discuss your security needs and goals with one of our experienced staff members today and see how our services can benefit you.
As technology becomes increasingly ingrained in companies operating in nearly every sector, IT departments are no longer just supply and troubleshoot various forms of equipment. Now, they are active players in selecting and crafting solutions that can improve operations in every business area, fundamentally changing the function of many tech roles.
The increasing levels of involvement and responsibility mean CIOs need their IT departments to be as productive as possible. At times, this requires a significant cultural shift, and that can be difficult to implement.
Luckily, there are things CIOs can do to boost productivity in IT. If you are ready to take on the challenge, here’s how to get started.
Make Change Part of Your Culture
Technology evolves at a rapid pace, but people aren’t always quick to embrace change. After all, change can be scary, even threatening, leading many IT professionals to resist implementing something new unless it is absolutely necessary.
However, this resistance to change can stymy productivity. It can cause unnecessary delays at critical junctures, slowing the progress of the team or the organization as a whole. Instead of allowing this attitude to permeate in your IT department, work to create a change-oriented culture.
Typically, this involves focusing not on the technology being added or adjusted, but the larger company goals. Discover what benefits the users and IT team will experience once the solution is identified and implemented, relate it to the business objectives, and use that to highlight the value of embracing that particular change.
Additionally, embrace the notion that IT can be a proactive part of the equation and not just a provider of requested technology. When a department requires a new solution, they may only have a general idea of what they genuinely need to be successful. Instead of allowing your tech pros to wait for others to define the desired technology, have them get involved in the conversation to help identify the requirements and locate viable solutions. This allows them to be a driving force behind beneficial change instead of a casual participant.
Locate the Right Candidates
When you need to add someone to your IT team, it’s wise to seek out those who are passionate about the field and excited about discovering new solutions. Then, give them opportunities to handle challenges, innovate solutions, or explore emerging technologies.
While you might not be able to make that the entirety of their job, by allowing them to explore the world of tech during projects, you help nurture their curious natures. This can make it easier for them to embrace change and to create a culture where introducing something new isn’t scary but invigorating.
Ultimately, by finding talented job seekers that aren’t afraid of change in the workplace, you can increase your odds of building a culture that supports the shifts that are necessary for your business to thrive. If you are looking for a skilled tech professional to join your staff, the professionals at The Armada Group can help you find the ideal candidate quickly and efficiently. Contact us to discuss your hiring goals today and see how our services can benefit you.
Whether you are a recent college graduate looking to take your first steps into the IT field or a seasoned professional interested in a career change, you likely possess some skills that an employer would find valuable. Certain soft skills transcend the boundaries that define specific industries and showcasing yours can help you stand out in the eyes of hiring managers.
By focusing on the right transferable skills, you can demonstrate why you could be successful in the role and an asset to a prospective employer. If you want to know which ones are worth featuring, here are a few that can set you apart from the competition.
Most tech jobs are analytical in nature. Whether you need to draw insights from data, troubleshoot problematic systems, or monitor traffic patterns, having an analytical mind is beneficial.
If you want to impress a hiring manager, consider what analytical tasks were associated with your previous jobs or educational experience. This can include data-oriented research, report generation, or even incidents where your problem-solving abilities were put to the test.
When you work in IT, juggling multiple tasks and assignments usually comes with the role. Most tech professionals have to review their workload and define priorities, ensuring the most important activities are completed first.
Prior experience in project management can directly relate to your ability to prioritize tasks. Similarly, taking on a leadership role at any level can also qualify. If you have experience with productivity tools, mention those as well, particularly if you were responsible for making assignments and identifying which activities were more critical than others.
Beyond simple problem-solving, innovation involves forging a new path to create a viable solution. This includes identifying more efficient approaches that were previously used as well as crafting something entirely new to tackle an issue that had not occurred before.
When you write your resume, highlight points where your ideas were implemented and led to a success. You can also discuss troubleshooting approaches that weren’t previously used in the organization that you discovered or created.
The vast majority of IT professionals function as part of a larger team. Group projects are commonplace, so showcasing your ability to work with others can help you stand out when you apply. Additionally, demonstrating your communication skills is also wise, especially since skilled communicators are typically more effective in group settings.
Mention any collaborative experience you have on your resume, focusing on those where the outcome was improved through effective teamwork. You can also list any communication tools you’ve used previously if they may be relevant to the role.
Ultimately, all of the skills listed above can be highly transferable, helping you stand out as a top candidate for a tech position even if you haven’t worked in the field previously. If you are interested in learning more or are seeking out new IT employment opportunities, the professionals at The Armada Group can help. Contact us to learn more about job openings in the area and see how our services can benefit you.
IT managers are typically tasked with deciding whether certain websites should be blocked on the next work. Members of the leadership team usually favor the idea, asserting that restricting access to potential “timewasters” like social media sites ensures employees won’t be distracted by non-work activities.
However, many workers push back on the idea, insisting that these sites offer a source of enjoyment and can be beneficial to morale. Additionally, many managers and employees are fully aware that, even if you block a site, that doesn’t mean a worker won’t turn to their personal smartphone to access the websites anyway.
Considering that you can’t prevent an employee from wasting time entirely, can blocking websites actually boost productivity? If you are wondering the same thing, here’s what you need to know.
Does Blocking Sites Help Productivity?
According to a recent survey, blocking websites does have a positive impact on productivity. When a company restricts access to classic timewasters, such as social media, employees spend less time on sites that are unrelated to their jobs during the course of a standard workweek.
The reduction in such activity is actually fairly dramatic, too. In businesses that don’t block sites, 58 percent of workers admitted to spending a minimum of four hours a week on timewaster website. Over the course of a year, that means that more than half of the organization’s workforce wastes approximately 26 days every year on sites that don’t relate to their job.
When social media websites alone are restricted, only 30 percent of workers admit spending four or more hours each week on such timewaster sites.
What Sites Should Be Blocked?
Social media is often an obvious target when it comes to blocking sites, but there are a variety of other websites that should potentially be on the table. Anything illegal or unethical are obvious additions to the list, and dating sites are also timewasters that should be on the chopping block.
Personal instant messaging sites are also potential targets. Music and video streaming websites are also frequently blocked and just because they could potentially be distracting, but also because they can require a substantial amount of bandwidth.
When you are examining which sites to block, also consider if any websites pose a security risk. This can include sites that may contain malware as well as those that may allow business communications or data to be sent and stored outside of the organization (regardless of the presence of encryption) without the company’s knowledge or approval.
Ultimately, the decision regarding which sites should or shouldn’t be blocked usually lies in the hands of leadership and the IT team. However, it’s wise to create a robust policy regarding the use of business assets for personal activities and to make it clear that certain websites will be blocked as well as the general reasoning behind those decisions. This ensures your staff is well-informed regarding the choice, decreasing the odds that they’ll object.
If you are interested in learning more, the professionals at The Armada Group can help. Contact us to discuss your business needs today and see how our expertise can benefit you.
Let’s face facts: figuring out if you need to quit your IT job isn’t easy. Ultimately, you want to make sure you are making the right choice, and it’s common to feel conflicted about leaving.
However, there are certain signals that could suggest that making a move is the best option. Here are seven signs that quitting might be the right move.
The Idea of Work Fills You with Dread
While every day at work can’t be a walk in the park, constantly dreading heading into the workplace is a sign that the job may be a poor fit. If you keep trying to convince yourself that it’s just a “bad week” or “bad month,” but things never improve, leaving may be the best option for preserving your well-being.
Your Boss Isn’t Knowledgeable
No one knows it all. But, if your manager doesn’t seem to be knowledgeable in critical areas that relate to your department or role, then that can quickly become frustrating. If you don’t trust that your boss has the knowledge and skills required to make good decisions and lead things in the proper direction, it can cause feelings of anger, doubt, or anxiety.
If you find yourself repeatedly doubting your manager’s level of competence, then it may be wise to move on.
The Company is Failing
Working for a business that may not survive is challenging. While some employees feel that sticking it out is the “right” thing to do, hanging on to an employer that is going under is going to increase your stress levels.
Even if you feel loyal to the organization or your manager, if you witness signs that the end is on the horizon, it could be wise to at least plan for your exit, and the sooner, the better. If you wait until the company closes its doors, you could be stuck hitting the job market with your former coworkers, leading to more competition when you find a new opportunity. In contrast, by starting early, you may be able to land another job before everyone else starts applying.
You Hate the Work
While it is unrealistic to expect to love every task that falls into your hands, if none of your duties ignite your passion, then moving on could be a smart decision. Being enthusiastic about your work is necessary for long-term success. Whether you need to find a job at a different company or shift into a new career depends on how far your distaste for the field goes, so be honest with yourself about how you feel and then make an appropriate change.
You’ve Hit a Ceiling
Being comfortable on the job isn’t automatically a bad thing. But, if you aren’t improving your skills, engaged in exciting activities, or given a chance to advance, your job could be holding back your career.
In some cases, if you’ve hit your career peak, that’s okay. However, if you have bigger goals, then you may need to seek out an employer that can help you get there. Otherwise, you could end up feeling trapped and stagnant, and that isn’t good for your overall well-being.
Your Health is Suffering
No job is worth your health. If job stress is leading you to experience depression, anxiety, frequent illnesses, headaches, or worse, then it’s better to move on.
Your Personal Life is Gone
Whether its job stress, long hours, the inability to take a vacation, or anything else, if your job is significantly affecting your personal life, it could be time to leave.
Ultimately, staying in a bad job can be harmful to your career, your health, and your overall well-being, and any of the signs listed above could signal that it’s time for a change. If you are interested in exploring new employment options, the professionals at The Armada Group can connect you with leading employers throughout the area. Contact us to speak with one of our staff members today and see how our services can help you find your ideal role.
Your employee wellness program is an investment. Providing access to the benefits comes with a financial burden, so being able to measure the return on investment (ROI) is essential if you want to make sure the business is deriving value from the offering.
From the employer perspective, it can be challenging to measure the ROI on your employee wellness program if you aren’t sure which metrics act as indicators of success. If you want to be able to measure the ROI, here are a few points that can help you see the program’s value.
By offering an employee wellness program, you can experience a decline in health-related absenteeism. Employees in good health traditionally use fewer sick days during the year and may not require as many “mental health days” to manage stress effectively.
The length of each absence may also shorten, as healthier workers tend to recover more quickly from illnesses and injuries, allowing them to return to work faster. When you need to measure the ROI, associated with your program, keep an eye on absenteeism to see if it declines.
Healthcare benefits and similar medical expenses often have a substantial impact on a company’s bottom line. By providing access to an employee wellness program, you may be able to reduce these costs, allowing you to experience a savings beyond the financial investment required to operate the program.
When workers are healthier, they generally don’t require as many medical appointments or treatments. This can make it easier to secure a lower rate for your healthcare plan. Additionally, this can save your employees money in the long-run, both by reducing their need for medical care and by keeping their recurring costs low.
Another important point to monitor when you want to measure the ROI is your retention rate. Offering a robust employee wellness program can increase longevity, especially if it helps differentiate your business from your competitors.
A side benefit of the program is increased job satisfaction on the part of employees. This may reduce their desire to seek out opportunities elsewhere, particularly if it helps them view you as an employer of choice.
If word gets out that you offer a comprehensive employee wellness program, this may make recruiting top talent easier. Job seekers often look at various aspects of a company before they apply, and the range of benefits and perks plays a substantial role in their decision.
While it may be challenging to measure the impact of your wellness program on the surface, you can find out if it had an effect on a candidate’s decision to apply if you ask, potentially giving you another way to measure the ROI.
Offering an employee wellness program can have a positive effect on morale, partially because it demonstrates that the company cares about the well-being of its workforce and is willing to go the extra mile to help them improve their health, reduce stress, and more. Plus, a healthy employee tends to be happier, and attitude can have a significant impact on performance.
Ultimately, productivity usually increases after you implement an employee wellness program. You can monitor the speed and quality of outputs to monitor productivity improvements, giving you another valuable metric to watch.
Overall, an employee wellness program can save you money, boost retention, enhance your recruitment efforts, and increase productivity. Use the points above to help determine your ROI and see if your numbers don’t improve over time.
If you are interested in learning more, the team at The Armada Group can help. Contact us to discuss your business goals today and see how our services can benefit you.
When it comes to tech, which skills are considered to be in-demand can seemingly change on a dime. While options like Tableau and Linux were once popular with employers, interest in these skills diminished significantly during 2017.
React Engineering of the Rise
Over the course of two years, employer interest in React has skyrocketed, based on a recent study. Job site Indeed examined two periods, October 2015 through September 2016 and October 2016 through September 2017, and found that the number of companies seeking out React skills rose by 229 percent.
That level of growth far outpaced other in-demand skills, including Amazon Web Services (AWS) and Azure at 40 percent and 62 percent respectively.
Another point that spurs growth is the amount of developer interest in React. Many coders appreciate its simplicity and flexibility, often leading them to consider React to be one of their favorite library options.
While developer support doesn’t guarantee employer buy-in, it can have an impact. As more coders touted Reacts benefits and began using the library in their work, the level of prevalence increased, leading companies to experience the benefits and start seeking out others who could work with React.
Why is React Popular with Employers?
React was developed by Facebook, a giant in the social media space. That fact alone should stand as a testament to React’s capabilities in the front-end development arena. However, the number of big name companies that embrace React doesn’t stop there. Dropbox, Expedia, Netflix, The New York Times, and Reddit all use React in some capacity, showcasing just how many organizations have shifted to the library.
Overall, React is highly adaptable, adjusting the renderings as new data is provided or current data changes. It also provides for a substantial amount of customization and offers a significant amount of functionality. Further, React works with a broad selection of frameworks, making it incredibly flexible too.
Additionally, thanks to React Native, mobile development can also be more straightforward from a company perspective. Since the transition from the web-oriented React to React Native is fairly easy to handle for most developers, this allows organizations to secure talent that has the potential to create designs in both web and mobile formats.
Ultimately, Reach provides a significant number of benefits and it is becoming more widely used. This increases employer interest in React, leading to additional opportunities for those interested in React engineering.
If you are looking for a new position, the skilled professionals at The Armada Group can help you explore opportunities in the area. Contact us to discuss your career goals with one of our experienced recruiters today and see how our services can benefit you.
It’s no secret that tech professionals are in demand. However, certain specialties are growing at an unprecedented pace, particularly since low unemployment is common in the labor market.
If you are considering switching into an IT career or want to know about your current path’s potential, here are seven growing tech jobs and how much you can earn in each role.
Help Desk / Support Desk Technician
Most large enterprises and government agencies have support desk technicians on staff to ensure that internal employees have access to help when it is required. In most cases, support desks are divided into tiers, reflecting the knowledge base needed to perform in the roles.
Tier 1 professionals are viewed as entry-level and can earn salaries between $32,000 and $54,000, depending on the person’s amount of experience. Tier 2 generally begins near $38,000 and can reach just shy of $64,000. At the top, Tier 3 professionals may make between $48,500 and $81,500.
Keeping internal networks operational and prepared to handle the potential load is a must for any business. Plus, planning for expansions to accommodate growth is often a necessity.
At the low end, network administrators usually earn around $55,000. However, after acquiring experience in the field, a salary of over $104,000 is possible.
Another critical business role is the system administrator. Typically, these professionals begin their careers near $64,500. With time and experience, some are able to cross the six-figure mark, reaching a salary of around $102,500.
Business Intelligence Analyst
Successful business intelligence analysts usually have skills in areas like database technology, reporting, and analytics. As companies work to leverage their data more effectively, business intelligence analyst salaries have been rising.
Initially, professionals in this field can earn just shy of $84,000. At the upper echelons, salaries over $175,000 may be possible.
Another critical role in the data field is the database developer. These professionals manage and create enterprise databases, ensuring information is properly organized and stored while remaining accessible.
Usually, a database developer can begin with a salary near $97,750. After acquiring experience in the field, the best and brightest may be able to earn $175,750 annually.
Data Security Administrator
As security continues to be a top concern for businesses large and small, data security administrators have seen their skills become increasingly valuable. They ensure that all security measures are up to date and monitor company systems while implementing sound security strategies.
Even those new to the data security administrator profession can make $100,000 a year. As their knowledge and skills grow, salari
es as high as $168,750 are certainly possible.
Data scientists collect data and analyze it in the hopes of identifying patterns that can assist with critical business decisions. Programming skills are typically a must as well as communication skills, allowing these professionals to share their findings with those who may not be as tech-savvy.
Most data scientists start their careers around the $100,000 mark and can earn salaries near $168,000 as they gain experience.
All of the tech positions above are in-demand today. If you are interested in learning more or are seeking new employment opportunities, the professionals at The Armada Group can help. Contact us to discuss your career goals today and see how our expertise can benefit you.
Over the past few years, the number of H-1B visa applications has largely risen. Companies embraced it as an opportunity to find skilled foreign workers to fill vacant positions, particularly in the tech sector where low unemployment and growing skill gaps in the American workforce have made hiring a challenge.
However, recent data suggest the pattern has possibly changed, indicating tech firms may be seeking alternatives to H-1B visas.
The H-1B visa program gives American businesses the ability to secure non-immigrant foreign professionals to work for their company. It was designed to ensure companies could access skills and abilities when they aren’t presented in their current workforce and aren’t available in their area.
For the 2018-2019 filing period, the number of petitions dropped by approximately 4 percent, signaling a shift in company mentality regarding the program. U.S. Citizenship and Immigration Services (USCIS) stated only 190,098 petitions were filed for that time, a notable drop from the approximately 236,000 petitions received in 2016.
Reason for the Drop
After President Donald Trump was elected, he quickly declared his intention to overhaul the H1-B visa program. This included making the requirements more stringent across the board, including for initial selections and renewals as well as H-4 visas for spouses of H-1B workers.
The intention was to encourage companies to hire Americans and other legal immigrants in lieu of using the H-1B program, and it may have worked.
A reduced number of petitions suggests businesses aren’t turning to H-1B visas as a potential solution as often. Some may have decided to reduce their number of petitions fearing that the chance for approval was shrinking, particularly since the requirements are harder to meet. Others may have become more diligent about finding alternatives, lowering their need for the program based on updated hiring practices.
However, even with the policy changes and the initial reduction in petitions, it’s too soon to tell if this year’s decline is a one-off or a sign of a new pattern emerging. This may be an indication that companies were hesitant to submit petitions based on the Trump administration’s stance and various announcements about increased difficulty in obtaining approval. But this could shift again after the current period finishes and the state of the approved or rejected petitions becomes more widely known.
Ultimately, the H-1B visa program is still in flux. The full impact of the policy updates is not yet known, and additional changes may be on the horizon, sending the program into a different direction.
At this point, it’s safe to say companies are seeking out alternatives that allow them to locate citizens and legal immigrants for their vacancies, instead of using the program. If you are currently seeking skilled professionals for your job openings, the team at The Armada Group can connect you with some of the area’s top talent. Contact us to discuss your hiring needs today and see how our services can benefit you.
The tech industry has struggled when it comes to gender diversity. Many companies claim it is an objective, but don’t subsequently adjust their cultures to make it more welcoming to women.
Evidence has suggested that the gender pay gap in tech is closing, representing a solid first step toward equality. But eliminating what has become known as “bro culture” is also a vital part of the equation, and many wonder if it can ever be corrected.
The Beginning of Bro Culture
During the earliest stages of what can be viewed as the current technology landscape, many of the companies were comprised largely (if not entirely) by men. This resulted in a culture that met their needs and preferences, and it became ingrained over the years.
However, as time moved forward, the tech industry didn’t remain the territory of men. Women also became interested in computing, programming, and other areas of the sector, leading them to pursue degrees and seek out opportunities in IT. But the culture wasn’t always welcoming, even if a diverse workforce can help promote innovation and creative thinking.
Repairing Bro Culture
Any change in a company’s culture has to come from the top down. Leaders need to embrace not just the concept of diversity, but take active steps to create environments that feel welcoming and inclusive to all skilled professionals, regardless of gender.
Additionally, they need to communicate the benefits of diversity to everyone in the company, showcasing how people of varied background can bring in new perspectives, helping the business innovate and meet the needs of their customer base.
To help promote these goals, they also need to set clearly defined standards regarding employee behavior. This can include policies that guide expectations as well as repercussions for creating an environment that isn’t supportive of all members of the workforce.
In some cases, training may be required to help demonstrate which actions may be off-putting to other groups, including women, and how to correct any behaviors to craft an inclusive culture. Reporting mechanisms may also be necessary, giving workers a platform to discuss any problems they encounter so solutions can be identified quickly.
Further, hiring practices may need to be examined. Bias, whether unconscious or conscious, may be harming female candidates during the hiring process, causing them to be eliminated from consideration solely based on their gender. While gender discrimination is illegal, that doesn’t mean it doesn’t occur, and taking a hard look at a company’s hiring track record can help determine whether biases may have influenced decisions.
Overhauling an organization’s culture takes a significant amount of effort. However, if a bro culture persists, companies will struggle to find the high-quality workers they need to succeed, particularly with unemployment remaining low and skill gaps existing throughout the tech industry.
If you are interested in learning more, the professionals at The Armada Group can help. Contact us to speak with one of our knowledgeable staff members today and see how our expertise can benefit you.