For decades, virtual private network (VPN) technology has been safeguarding company networks. With VPN, remote employees can only access network resources through a secure tunnel, an approach that was once the epitome of safety.
However, VPN may be dying, at least on the corporate level. Enterprises are shifting toward a newer approach to network security, one that is better equipped to handle the challenges of increasingly digital businesses.
If you’re wondering what is poised to take the place of VPN and why, here’s what you need to know.
Diversity and inclusion have become priorities over recent years. Companies understand that a diverse workforce consisting of individuals from a variety of backgrounds can spur innovation and creativity. Plus, diversity can help an organization stand out from the competition, potentially being a factor that helps them cement their place as an employer of choice.
However, managing diversity well is a key part of that possible success. Companies can’t just hire a variety of people and expect it to workout automatically. Instead, businesses need to take steps that promote tolerance and inclusion, while also having effective conflict management strategies in place for when issues arise.
If you want to make sure you can effectively manage diversity in the workplace, here are some tips that can help.
Network administrators have to have a substantial amount of technical expertise. However, that alone won’t allow them to excel. It takes more than technical competence if a network administrator is going to genuinely shine; other traits are also necessary.
Having the right soft skills ensures that a network administrator has capabilities beyond technical prowess that will help them meet or exceed expectations. If you want to know what traits top network administrators have in common, here’s what you need to know.
The end of the year is approaching quickly. During this time, people are often focused on celebrating the holidays as well as finishing up tasks that need to be completed before the new year begins. Additionally, this time of the year often serves as a time for planning. Professionals often look to the future with optimism, dreaming of what the future may hold.
Forecasting is a critical part of business operations. For example, being able to estimate future customer demand and sales numbers can help companies anticipate revenue. Similarly, technology departments have to predict ongoing storage needs, computing requirements, and other areas that fall in their purview while planning departments have to prepare for the number of products that may be needed to meet demand.
The ability to forecast accurately is often deemed critical. Without reasonable numbers, operational decisions may not align with what actually occurs over the next weeks, months, or years.
Often, companies rely heavily on people to make forecasts. However, as machine learning and artificial intelligence (AI) become more accessible, we are on the precipice of a forecasting transformation; one that has already started to take root.
If you are wondering how machine learning and AI are improving forecasting, here’s what you need to know.
Offering a robust compensation package is necessary if you want to attract and retain top tech talent. While this is widely understood, not all companies know precisely how to break up the compensation package to ensure it is enticing.
The tech boom led many businesses to believe that perks were more important than higher salaries. Workplaces with ping-pong tables and on-site gyms made headlines some years ago, making it seem like these additions were more valued by employees.
However, a recent survey showed that perks aren’t necessarily the most important form of compensation. Instead, tech professionals still favor higher pay.
Finding the right candidate to fill a vacant position can be challenging. Often, the interview is your best chance of separating the okay job seekers from genuine top performers. As a result, asking the right questions is critical. Otherwise, you might not find out important details that can help you figure out who can actually excel in the role.
Luckily, there are questions you can ask to gain insights into which candidates are the best and brightest. With that in mind, here are five interview questions to ask if you need top performers.
Having a sound and reliable search engine optimization (SEO) strategy is increasingly becoming a standard business practice. Ensuring current and potential customers can easily find your website can be critical and, the higher up you are in the ranks, the more likely you will attract new buyers.
Rising through the SEO ranks takes time and a lot of diligence. However, even if you are at the top of the list and have been so for years, you can lose it all if certain cyberthreats get their claws into your site.
If you want to protect your site’s SEO, here are three cybersecurity threats you need to defend yourself against.
As the labor market only seems to get tighter each day, companies are increasingly having to focus on retention. Keeping your most talented cybersecurity professionals on board is a must. Otherwise, you are stuck having to recruit a replacement, something that can be an incredibly difficult task in today’s job market landscape.
Luckily, there are things you can do to make your company more attractive to your current employees. If you want to make sure your best and brightest cybersecurity talent stay onboard, here are some tips to help you improve retention.
Offer the Right Working Arrangement
An increasing number of IT professionals are looking for more flexibility from their employer. The wish to work from home has made remote positions increasingly popular. Similarly, a desire for work-life balance may lead some skilled professionals to forgo traditional, full-time work.
If you want to keep highly skilled cybersecurity professionals on your team, then you need to consider these needs and accommodate them. For example, a telecommuting program that allows employees to work from home at least a few days each week can help. Adding a few part-time positions to your staff could attract skilled candidates who would otherwise turn to the gig economy, ensuring they can achieve the right level of balance.
While these options may be dramatic shifts from the usual paradigm, they could be essential if you are struggling with retention.
Create Opportunities for Growth and Advancement
Cybersecurity has a reputation for being highly analytical, and even somewhat repetitive. As a result, it makes the career path as a whole less enticing, decreasing the odds that people will stay in the field.
However, by offering your team chances to grow and advance, you can help them explore more of what the cybersecurity field actually involves. This can increase engagement, making the career more viable and intriguing. Plus, it adds a level of variety to the day, ensuring boredom is rare and decreasing the odds that your workers will burn out.
Embrace New Technologies
Technologies like machine learning, artificial intelligence (AI), and automation can make certain cybersecurity tasks easier to manage. The solutions can handle more repetitive portions of the work and are incredibly effective at certain kinds of detection, at times even outpacing their human counterparts.
By embracing these technologies, you can remove those duties from your employees’ plates. Then, they can spend more time on engaging work, increasing interest in the roles and improving job satisfaction.
Plus, you will be viewed as an innovative company. This can be incredibly enticing to cybersecurity professionals, increasing the odds that you will be seen as an employer of choice.
Are You Looking to Add to Your Cybersecurity Team? Contact The Armada Group!
By following the tips above, you can keep your most talented cybersecurity professionals onboard. If you would like to learn more about improving retention, the team at The Armada Group can help. Contact us to speak with one of our retention experts today and see how our knowledge can benefit you.
The H-1B visa program was designed to help companies find skilled workers in instances where there wasn’t a sufficient supply in their local, American workforce. However, abuses of the system have led to a series of changes, and one of the most recent ones takes aim at the outsourcing industry.
Form ETA-9035 & 9035E from the US Department of Labor (DOL) now have questions that could force employers to state whether the H-1B visa holder will be assigned to a “secondary entity” as part of their employment. Additionally, it requires employers to identify who those companies are, effectively forcing them to reveal their clients.
The Updates to Form ETA-9035 & 9035E
On the new version of the form, employers applying for H-1B visas first have to answer whether the workers “will be placed with a secondary entity at this place of employment.” Essentially, the DOL is determining whether the visa holder will actually perform duties for a third-party, acting as a contractor.
If the answer to the question is “yes,” the employer applying for the H-1B visas then has to identify the “entities,” providing a legal business name, pay rates and prevailing wage rates for the work for every third-party worksite.
H-1B applicants aren’t the only ones who have to address these questions. The new form also applies to H-1B1 and E-3 petitions.
Who is Impacted by the H-1B Change
While the most obvious group impacted by the change to the H-1B process is companies that contract out their employees to other business, the impact will actually extend beyond those businesses. Anyone who uses firms that rely on H-1B visa holders to function as contractors for the firm may also feel the sting.
Exactly what impact the changes will have, aside from requiring employers to reveal information about clients they provide contractors to, isn’t entirely clear. However, the US government hopes it will help them combat H-1B visa fraud, which is actually beneficial to companies who use the program properly.
Some organizations that need H-1B visa holders to maintain operations have previously had difficulty securing enough visas, and some suspect that large contracting firms played a significant role in those challenges landing the majority of the visas. If those activities are even somewhat curtailed, the impact may be positive for companies that previously struggle.
Additionally, businesses that rely on reputable staffing firms for contract or contingent workers likely won’t see any difference. Many recruitment agencies don’t rely on (or even use) the H-1B visa program to secure enough workers to handle their client’s needs. Instead, they focus on the existing US workforce, using their recruitment and hiring skills to obtain top talent.
Contact The Armada Group for Questions About H-1B Hiring
If you would like to learn more about how the H-1B visa change may impact you, the team at The Armada Group can help. Contact us with your questions or concerns today and see how our services and H-1B visa program expertise can benefit you.