March 30, 2016
As a healthcare IT recruiter for Direct Recruiters, Inc., I look to identify the next growing markets in the healthcare IT space. As a result, I have been appointed by our senior management team to expand our current cybersecurity practice area as the demand for security provisions skyrockets. In fact, the global healthcare cybersecurity market is expected to exceed $170 billion by 2022.
That’s why at HIMSS 2016, I was most excited to meet and speak with key players in the cybersecurity industry in order to learn more about their company’s ground-breaking products and services. Here are 10 organizations that impressed me:
Cylance– Headquartered in Irvine, California, Cylance is redefining next generation endpoint threat software. They are revolutionizing cybersecurity with products and services that proactively prevent, rather than reactively detect, the execution of advanced persistent threats and malware. Their software is built to protect and keep threats out. They are very innovative in the cybersecurity space and making a big push into healthcare since attackers can now more easily gain access to systems and put patient health and personal information at risk. No other industry is hit harder by cyberattacks than healthcare.
Forcepoint– A joint venture of the Raytheon Company and Vista Equity Partners, Forcepoint safeguards against internal threats and outside attacks. They offer industry-leading security healthcare solutions to protect a healthcare facility’s reputation and earn patients’ trust while enabling healthcare professionals to access patient data wherever and whenever they need it to provide the best care. Forcepoint helps simplify compliance while improving decision making and streamlining security. Forcepoint brings a new approach to security by safeguarding users, data, and networks. Forcepoint is based in Austin, Texas with worldwide sales, service, security laboratories and product development.
ESET– With over 25 years of experience in the security space, ESET has grown into a global brand with over 100 million users in 180 countries. They base their approach on multiple layers of protection. They have many products that predict (cloud malware protection system, reputation and cache), prevent (exploit blocker, network attack protection), detect (DNA signatures, advanced memory scanner, botnet protection) and Respond (responding to malware).
SAS-SAS is making big headlines in healthcare cybersecurity not only in the US but also in Europe. Their cyber analytics solutions like the new SAS Cybersecurity can help prevent the theft of personally identifiable information (PII). If hackers have the PII, fraud-fighting software can spot suspicious claims and prevent the payments from ever being made. In addition, SAS helps to improve patient outcomes with analytics software and big data solutions that address readmissions, health outcomes and patient safety. SAS identifies potential issues before they become a reality by analyzing diverse data sources to predict and medically investigate patient safety signals.
Intel- The healthcare space has become a big focus for Intel. According to Intel’s data and research, avoiding breaches and associated business impacts are top priority and security concerns across healthcare organizations. Per Intel, healthcare security is all about survival. They can quickly assess breach security, establish maturity level relative to the healthcare industry all while creating an action plan to improve a security breach, reduce risk and enable adoption of beneficial new technologies to improve care.
DB Networks-Founded in 2009 and headquartered in San Diego, California, DB Networks is the industry’s first signature-less database cybersecurity. Their product was launched in 2013. They have pioneered database cybersecurity through intelligent sensors and turn-key appliances. The company was awarded a patent for their novel approach to database protocol information extraction. DB Networks next generation technology is based on database infrastructure sensors, deep protocol extraction, machine learning, and behavioral analysis. DB Networks database cybersecurity products are effective against both perimeter breaches and breaches resulting from an insider threat. This is a very innovative company that has made a fantastic footprint in the space.
SecureAuth– SecureAuth is the leader in adaptive access control solutions, empowering organizations to determine identities with confidence. They offer solutions in single sign-on and user self-service tools in a unified platform, allowing strong identity security with minimal user disruption. This team has many big named accounts such as HBO, Southwest Airlines, General Mills, Dillards, EA, Qualcomm, Tickmaster, Big Lots, Methodist, Grainger, Western Union, etc.
OpenSky Corp.-OpenSky provides security services to help organizations design, implement, operate, manage, assess, and improve their cybersecurity programs. OpenSky has successfully delivered hundreds of security projects across diverse industries including healthcare. They are known for their HIPAA compliance and privacy assessments as well their medical device security assessments. OpenSky’s engagement managers confirm at every juncture that their clients’ goals are being achieved. OpenSky provides exceptional IT consulting and assessment services in a business model that ensures high quality deliverables.
Coalfire– Started in 2001 with a simple idea – cyber threats are increasing, compliance mandates are getting more complicated, and a well-designed cyber risk management program is needed. They have been rethinking risk management and compliance ever since. Coalfire helps organizations comply with global financial, government, industry and healthcare mandates while helping build the IT infrastructure and security systems that will protect their business from security breaches and data theft. The company is a leading provider of IT advisory services for security in retail, payments, healthcare, financial services, higher education, hospitality, government and utilities.
Carbon Black Enterprise Response-Carbon Black Enterprise Response helps protect healthcare providers and patients with advanced endpoint security. They understand that healthcare providers, insurers, patients, and executives expect access to sensitive information, business systems, and specialized applications anytime, anywhere and on any device. Carbon Black Enterprise Response is the most complete endpoint detection and response solution available to security teams who want single platform for hunting threats, disrupting adversary behavior and changing the economics of security operations. Carbon Black leads a new era of endpoint security by enabling organizations to disrupt advanced attacks, deploy the best prevention strategies, and leverage their expertise to shift the balance of power back to security teams.
Healthcare cybersecurity is no doubt on a fast trajectory due to the many factors at risk: patient intrusion, intellectual property thefts, confidentialities of business, loss and damage of electronic health records of patients, medical identity fraud, and more.
The companies mentioned above are helping drive change by delivering innovative and revolutionary security measures to reduce vulnerabilities. They are no doubt key players operating in the healthcare cybersecurity space.
For more information or if I can help you with any of your current or upcoming cybersecurity talent needs, please contact me at 440-996-0580 or firstname.lastname@example.org.
February 3, 2016
According to the US Department of Labor and Statistics, turnover can cost an organization 33% of an employee’s total compensation including both salary and benefits. But the impact is not only financial it also affects employee morale. Therefore, it would be prudent for hiring managers to focus on reducing turnover rates but in order to do that they must first understand the reasons why employees quit.
There have been many studies and articles written on why good employees leave their current positions. There’s an infinite number of reasons. However, from our experience, these are “Top Ten” reasons why good employees quit:
1) The job was not as expected. All too often the job changes from the original description and what was promised during the interviewing stages. It becomes painfully clear to the new hire that their new company played the bait and switch game which ultimately leads to mistrust. The new hire is now thinking, “What else are they lying about?”
2) Work/Life imbalance. There are times when management demands that one person do the jobs of two or more people. This is especially true when a company merges, downsizes, or restructures resulting in longer hours and possible weekend work. Employees are often forced to choose between a personal life and a career.
3) Mismatch between job and new hire. No matter how much you love the candidate, don’t hire them unless they are truly qualified for the job and they mesh with your company culture. Too many times, hiring managers try to fit a square peg into a round hole especially when it comes to a sales position.
4) Management freezes raises and promotions. Money isn’t usually the first reason why people leave an organization but it does rank especially when an employee can find a job earning 20-25% more somewhere else. Make sure your wages are competitive and your benefits package is attractive. Resources like www.salary.com can provide accurate and appropriate information.
5) Feeling undervalued. It’s human nature to want to be recognized and praised for a job well done. And in business, recognizing employees is not simply a nice thing to do but an effective way to communicate your appreciation for their efforts and successes while also reinforcing those actions and behaviors that make a difference in your organization.
6) Lack of decision-making power. Too many managers micromanage down to the finest detail. Empower your employees and allow them the freedom make suggestions and decisions. Often, the word “Empowerment” is a ‘catch-all’ term for many ideas on employee authority and responsibility; but as a broad definition it means giving employees latitude to do their jobs and placing trust in them.
7) Too little coaching & feedback. Many managers have no clue on how to help employees improve their performance. In addition, many managers put off giving feedback to employees even though they instinctively know that giving and getting honest feedback is essential for growth and in building successful teams and organizations. Your role as a manager is to help your people find the right behavior, not just tell them what to do.
8) Management lacks people skills. Remember that many managers were promoted because they did their first job well, but that doesn’t mean they know how to lead others. People skills can be learned and developed but it really helps if a manager has the natural ability to get along with people and motivate them.
9) Too few growth opportunities. One of the most common reasons employees express for leaving their jobs is lack of challenge and potential for career growth. The most successful employers find ways to help employees develop new skills and responsibilities in their current positions.
10) Loss of faith and confidence in corporate leaders. With employees being asked to do more and more, they see less evidence that they will share in the fruits of their successes. More often than not, when revenues and profits are up, employers are still thinking competitive wages but employees are thinking bonuses, stock options and creative development opportunities.
January 6, 2016
What jobs will be hot in 2016? Which occupations are going to increase in demand and are worth your time and investment? These are the questions you should be asking yourself if you’re selecting a college or switching careers. Here are 6 jobs that have great potential and are worth considering:
Chief Risk Officer (CRO): If your company doesn’t already have a CRO, chances are they will soon. Recent massive security lapses have left companies vulnerable. In addition, the ever-expanding convergence of web, cloud, social, and mobile technology makes possible breaches of information even greater. Therefore, cybersecurity has become a top priority for company leaders and hiring managers find themselves on a mission to locate and land CRO’s. Typically, CRO’s are concerned with assessing and mitigating significant competitive, regulatory and technological risks across the enterprise. The average CRO has a post-graduate degree and 10 to 20 years of business-related experience, usually in economics, accounting, or legal affairs.
Software Application Developers: Considered as the brains behind new technologies, Software Application Developers are credited for creating technological advances that you now can’t live without including social media, a plethora of apps, and checking your bank balance using your phone. In fact, software surrounds us every minute of our lives and that’s why software application developers are in high demand. In addition, the ongoing revolution in the mobile device industry guarantees stable growth in this specialty and The Bureau of Labor Statistics projects this job is going to experience a 23% growth in the next 10 years. For this job, a bachelor’s degree in computer science is preferred but a rock star coder with or without a degree is very desirable.
Registered Nurses (RNs): The Bureau of Labor Statistics reports that RNs are growing in demand and the job market for them is rapidly expanding. In fact, RNs are one of the fastest growing occupations with an increase of 26% projected through 2020. This means a whopping 3.45 million jobs. Additionally, the demand for traveling nurses hit a 20 year high in 2015. This spike in growth can be attributed to the Baby Boomer generation aging and in need of additional healthcare as well as Baby Boomer nurses retiring. Currently, the US is experiencing a nursing shortage and there’s no relief in sight. If you have a love for nursing and are willing to earn your BSN, there’s never been a better time to enter this field.
Web Designers: Employment for Web Designers is expected to grow more than 20% in the next 10 years especially with a surge due to the need for mobile friendly websites. In addition, their jobs have expanded to include such things as e-mail marketing. In fact, designers now have a seat at the business table due to the need for SEO, metrics, click through rates, conversations and analytics. If the designer works as part of an in-house team, they will have access to these business intelligence tools. Today’s highly creative and tech savvy web designers can expect to make top dollar.
Sustainability Professionals: Whether you are a Sustainability Consultant, Environmental Scientist, Environmental Engineer, Corporate Responsibility Professional, Green Building Professional, or Agriculture Food Scientist, you are in great demand. Sustainability is a hot field and growing so quickly that jobs we haven’t even thought of yet may be the careers of the future. A broad sustainability education is a great preparation for a career in this industry, but it is recommended that you focus on one of the specialties above that employers can’t find enough of these days.
Personal Financial Advisors: Helping people with investments, taxes and insurance decisions are the main duties of a Personal Financial Advisor. The employment in this field is expected to have much faster growth than the average for all occupations over the next few years. The demand can be attributed to the aging population wanting to retire comfortably and an increase in life expectancies. However, there is a shortage of younger advisors coming into the industry. Only 6% of advisors are under the age of 30 and only 90 universities offer degree programs in financial planning. What the profession needs is much more advertising and informing students at the high school level that this is a rewarding career and booming profession.
What other “hot jobs” can you add to our list? Please comment below.
By Barb Miller, Marketing Manager, DRI
These days, employers look for skills beyond the ‘academic qualifications’ of candidates. Many of them believe that academic qualifications and experience are something that can easily be found but the right combination of characteristics that help a company make money or save money, are hard to find.
With that in mind, here are 6 of the most desirable characteristics that employers expect from employees:
Taking Initiative. Initiative is all about taking charge. It’s having the motivation to accomplish tasks on your own. If you want to be great at what you do and be considered for a leadership position, you need to show that you are ready, able, and willing to get things done without being asked.
Positive Attitude. Many employers believe that having a positive attitude is more important than the knowledge an employee brings to the table. A positive attitude is infectious. It spreads to all others in the workplace. Also, if you’re a positive person, you tend to be more curious about things. As a result, your job performance is usually better than a negative person because you are always looking for new ideas that yield higher productivity levels.
Entrepreneurial Spirit. Entrepreneurs are innovators. They are always trying to figure out new ways to accomplish tasks. Entrepreneurs like change because change often brings a plethora of opportunities. The essence of the entrepreneurial attitude is that you are able to anticipate change and formulate innovative responses to change that will result in success.
Results-Oriented. Results-oriented individuals are focused on making things happen no matter the challenges or road blocks. This means you dig through projects and figure out how to obtain the desired result(s). In addition, you stay resolute and focused on each project, meet deadlines, and deliver value to the organization.
Team Player. Employers know that their employees are more productive and tend to be more loyal and committed to the organization when they see themselves as an integral part of a team. Team players show a willingness to collaborate with others in order to execute work assignments and accomplish goals.
Dependable and Responsible. Being dependable means that you do what you say you will do. Employers value employees who come to work on time and take responsibility for their actions and behaviors. In addition, employers know that dependable and responsible employees value their job, job expectations, and their performance level.
Desire for Continued Learning. Continual learning enables employees to increase the contribution they make to the company. If you show a willingness to take advantage of training programs offered at work, attend seminars, read relevant books etc. you become more valuable to every assignment and ultimately the organization. Also, don’t forget to ask for advice from your team and manager on things you need to learn in order to progress.
If you are a hiring manager, are there any other characteristics that you consider to be “must haves” in your workplace? Please share your comments below.
Have you ever lied on your resume or embellished the truth when speaking with a recruiter or hiring manager? It happens fairly often and it puzzles me because background checks and references are quite easy to conduct. In addition, a simple Google search can quickly uncover false information.
Recently I caught a candidate in the midst of a lie just by asking the same question twice. The first time I spoke with him, he said he made $80,000 in 2013 and wanted to better himself by changing jobs. When I called back a week later and asked that same question again to make sure that the position I was about to present was in his “must have” range, he bumped his 2013 earnings up to six figures. All of the sudden, he earned over $100,000 in 2013. I asked to see his W2 for verification purposes but he declined. He also hung up on me which was for the best since any confidence and trust I placed in him was now gone.
What other things do candidates often embellish or just plain lie about? Here are 5 that my team and I encounter quite often:
Enhancing skill sets & accomplishments. If you didn’t do it, or didn’t achieve it, don’t list it. However, there’s nothing wrong with enhancing your resume with quantifiable accomplishments and improving how you display them.
Unexplained gaps of employment. Rather than make up a fictional job to cover an employment gap, try acknowledging the gap in your cover letter. If you were taking time off to raise children or to take care of a sick parent, no employer will fault you especially if you can show that you’ve kept up with the industry.
Fabricated education, degrees and certifications. This is very risky. This lie is one that could not only get you fired, but might also incite legal action on the part of your employer. It’s simply not worth the risk.
Omitting past employment. Depending on the circumstances or why you left a previous job, you might be tempted to leave it off your application or resume. Carefully weigh your decision, because a background check or employment verification could reveal your omission, making it look as if you are hiding part of your work history.
Falsifying reasons for leaving prior employment. There’s a tactful way of explaining being fired or quitting abruptly, and it doesn’t have to involve lying. Just figure out the best way to explain it in as positive a light as possible. Not explaining the reason(s) can and will ruin your chances of getting hired.
Here’s where I need to reiterate that honesty is still the best policy. Lying on your resume or directly to a recruiter or hiring manager will come back to haunt you. Once you’ve told lies, they snowball. If you land the job, you’ve got to keep up the charade of each lie for the rest of your career. Who can keep up with all of them?
Have you ever embellished your resume or know somebody who did and got caught? Share your resume stories with us below.