Protection Strategies Incorporated’s Post

In an effort to compete with the private sector, the National Security Agency is embracing hybrid work and implementing new hiring practices. Defense One explores ways that the agency is attempting to attract top talent and meet its goal of 2,500 new hires. Read more here: https://hubs.li/Q02cwy6K0 #DefenseOne #NSA #defense #hiring #workforce #federalworkforce

🚀 Exciting News! 🚀 Recognizing the #securityindustry’s need for current and comprehensive compensation data, leading organizations have partnered to present the 2023 Security Industry Compensation Study, presented by Foundation for Advancing Security Talent (FAST) in partnership with SIA, the ESA - Electronic Security Association, PSA Security Network and Security Sales & Integration and the industry’s largest widely partnered study on salary and compensation. “Hiring is one of the issues affecting companies across the board in this industry that really impacts their growth,” said FAST Executive Director Aiden O'Brien. “The 2023 Security Industry Compensation Study, produced in partnership with ESA, PSA, SIA and SSI, will produce a final report that serves as a great tool for companies to compare themselves to and provide strong hiring, salary and compensation data to help you make informed decisions about the roles you may have. This study relies on participation from the industry, and we really hope you’ll take advantage of this opportunity!” We encourage #security companies to participate in this study, which will provide the industry with the data it needs to effectively recruit and hire talent. Learn more and get started at the link in the comments! #hiring #research #workforcedevelopment

The Prolonged Path of USAjobs & CPAC: Time for a Process Overhaul? Navigating the waters of job hunting is often a daunting journey. But for many prospective government employees, this process is exacerbated by the prolonged and sometimes convoluted steps on platforms such as USAjobs and the tentative offer processes of CPAC. In the corporate realm, even at the pinnacle of C-suite positions, hiring processes are streamlined, efficient, and designed to secure top talent swiftly. Time is recognized as a critical factor, not just for the hiring organization but also for the talent waiting in the wings. So, what causes this discrepancy, and how can the government adapt to tap into a richer talent pool? Challenges Faced: Layered Bureaucracy: Government hiring processes often entail multiple layers of vetting, approvals, and security checks. While these are important, excessive red tape can significantly slow the process. Complex Application Procedures: The multi-step application procedures can sometimes be intimidating and cumbersome, deterring potential applicants. Recommendations for Improvement: Lean Hiring Process: Just as businesses use lean methodologies to eliminate waste, a similar approach can streamline government hiring. This means cutting out unnecessary steps and making the process more candidate-friendly. Automated & Integrated Systems: Using advanced AI-driven tools can expedite background checks, resume vetting, and other routine tasks, speeding up the overall hiring cycle. Transparent Communication: Keeping candidates in the loop about where they stand in the hiring process can reduce uncertainties and improve the applicant's overall experience. Engage in Active Talent Pooling: Instead of a reactive approach, where positions are filled as they open, adopt a proactive strategy. Maintain a talent pool of pre-vetted candidates, ready to step in when opportunities arise. Our government must match pace in an era of rapid technological advancements and swift corporate decisions. By making these crucial changes, we can ensure that top talent doesn't slip through the cracks, waiting. The government plays a pivotal role in shaping our nation's future, and it's about time the hiring process reflects the agility, efficiency, and vision that role demands. #USAjobsReform #GovernmentHiring #TalentAcquisition #StreamliningProcesses

For a man to dedicate 20 plus years to an industry, to only be worth 38k is a slap in the face. Watching the invention and implementation of many emerging technologies. Pioneering how the old brass key gives way to electromechanical devices, proximity reading and biometric technology... only to be valued less than the janitorial staff is disheartening. After a lifetime in the industry I have noticed an alarming trend of trying to make an IT tech the companies SME on access control and video systems. This exposes the lack of understanding of what a physical security technician brings to the table. It's a trend I pray ends before it's too late. I personally had to leave the industry a few years ago to finally earn a living wage. I don't love what I do half as much as I did access control, but at least I can finally keep up with a mortgage. My suggestion would be to step back and realize how much safer companies are when the bad guys are stopped, not just identified. And apply that newfound knowledge when offering new hires a package. Look at housing and cost of living in your area, can your employee even afford to work for you?? It's time to get real when it comes to compensation.

At Locke & McCloud, we're keen on helping our clients find the right employers. For starters, we have an extensive network of companies around the globe looking for cybersecurity talent, meaning we have lots of opportunities for you. There's more: We also understand that you want fair compensation for your hard work, so we'll ensure we negotiate top rates for you. Candidates who have used us to help them find relevant roles get up to a 34% increase in their salaries. Learn more about how we are committed to finding you the right employers here: https://bit.ly/4bB5YQ0 #ExtensiveCyberSecurityNetwork #GlobalCyberSecurityJobs #CyberSecurityOpportunities #FairCyberSecuritySalaries

“Hire for Attitude, Train for Skill” and do it with a Veteran! Every day, hundreds of military personnel transition from active service to civilian life, seeking new employment opportunities. Recognizing the significance of this transition, National Hire a Veteran Day on July 25 serves as a reminder to employers nationwide to consider veterans for their open positions. These individuals are not only highly trained and qualified but also bring a wealth of experience and discipline that makes them exceptional candidates across a wide range of industries. Legislation exists to protect and support service members as they re-enter the civilian workforce, ensuring they receive fair treatment and opportunities. However, the most meaningful way an employer can honor a veteran is by actively hiring one. This act of recognition and support goes beyond compliance, embodying a commitment to valuing the skills and dedication that veterans offer. While many service members continue to serve in undisclosed locations around the world, National Hire a Veteran Day provides a platform for their returning comrades to integrate into civilian life. The diverse skill sets that veterans acquire during their military service are highly transferable to civilian careers, making them valuable assets to any organization. From leadership and strategic thinking to technical prowess and problem-solving abilities, veterans contribute significantly to both small and large businesses. Employers have the opportunity to tap into this talent pool and find qualified candidates in a variety of fields, including but not limited to: Information Technology Engineering Cyber Security Sales Marketing Management Finance Healthcare Skilled Trades By recognizing the potential of veterans and providing them with employment opportunities, businesses not only gain skilled and dedicated employees but also contribute to the successful reintegration of veterans into civilian life. This collective effort ensures that the sacrifices made by these individuals are honoured and that their transition is met with the support and respect they deserve.

It's disheartening to witness the rise of small companies in the manpower industry, exploiting connections for quick profit while disregarding the market's integrity. Their actions not only damage the market but also impact established service providers, forcing cost-cutting measures that often result in job losses for innocent employees. It's crucial to address these fraudulent practices to uphold fairness and stability within the industry.

Dear Professional Talent in all business fields: Agencies assisting other companies with their hiring needs, whether on contract or a direct hire basis (permanent placement), should never ask you for money. Staffing and recruiting companies are a hired partner, under contract, and are compensated under the terms of those contracts. Think of them as an extension of human resources/hiring managers. Report any representative asking you for money. Here are some resources: https://lnkd.in/gxYpp835 https://lnkd.in/gzVV6Pw6. https://lnkd.in/gPYJdH2E Here's an article from SIA on the topic: https://lnkd.in/gUQWWCVm

I want to give a huge shout out to Jason Martin and Col Duane Fisher, CISSP from the Defense Information Systems Agency (DISA). My 20 year old brother-in-law recently expressed interest in joining the military. I suggested to him that he should consider a career with either the United States Air Force or the United States Space Force. Long story short, he met with an Air Force recruiter to discuss cyber, programming, and space operations careers - he also took the ASVAB and scored very high on it. My knowledge of Air Force cyber careers is limited so I reached out to Jason and his team at DISA (the world’s premier cybersecurity agency).  Jason was able to connect my BIL with Col Duane Fisher, a prior enlisted Air Force Cyber Operations Officer. Col Fisher was able to eliminate any stigmas that my BIL had about joining the military and painted a positive picture of what life as a cyber airman would look like. Jason and Col Fisher weren’t obligated to help my BIL, and I'm sure they had more important things on their busy schedules, but they did their part to help with the ongoing recruiting crisis. I’m not saying that every SES or senior military officer should do a recruitment tour, but if more of them were open to sharing their career journey to prospective recruits, I don’t think the United States Department of Defense would be facing its current recruiting crisis (at least not as severely). Lastly, if you’re looking to continue your cybersecurity career, I recommend looking into opportunities with the DISA - it’s one of the most important cyber agencies you’ve never heard of. If you’re a transitioning service member looking to get into the cybersecurity field, I recommend that you reach out to Jeremy L. Stewart about the agency’s DoD-SkillBridge program. https://lnkd.in/g9tW4RWy

In today's competitive market, finding the right talent can make all the difference. Cyber Elite is here to connect you with the best and brightest professionals who can take your business to the next level. Our extensive network and innovative approach ensure you get the most qualified candidates tailored to your needs. Whether you're looking for temporary staff or permanent hires, our expertise spans various industries, including IT, healthcare, finance, and more. We understand your unique challenges and are committed to delivering exceptional staffing solutions that drive success. Partner with Cyber Elite and experience the difference of working with a team prioritizing your growth and success. Let us help you build a stronger, more capable workforce today. #StaffingSolutions #TopTalent #BusinessGrowth #HiringExperts #WorkforceSolutions #Recruitment #JobOpportunities #HRConsulting #IndustryLeaders #TempStaffing #PermanentHires #ITStaffing #HealthcareStaffing #FinanceJobs #ProfessionalNetwork #TalentAcquisition #JobMarket #EmployeeEngagement #WorkplaceExcellence #CareerOpportunities #RecruitmentAgency #TalentManagement #BusinessSuccess #WorkforcePlanning #HRStrategy #JobPlacement #EmployeeRetention #StaffingAgency #JobSeeker #TalentHunt #WorkforceDevelopment