Top 10 Security Best Practices take effort to implement
Too many companies have found out the hard way that their most valuable assets are exposed and vulnerable to hacker attracts, theft and destruction. They now have learned a very expensive lesson, a company’s valuable information cannot be undone, and also often leads to significant damage to your company’s reputation.
Top 10 best practices address Cloud Security Vulnerabilities
Top 10 best practices for cloud Security – The cloud is great technology that helps organizations to improved productivity, reduce costs, and simplify the user’s life. However it does raise significant security risks. Here are 10 best practices that if followed minimize those risks.
Utilize a SDM (System Development Methodology) to design, test and implement changes in the both the source and object level code.
Implement a disaster recovery and business continuity plan that includes a focus on security of the data and application assets that are cloud based.
Implement metrics and cloud application monitoring which can help to detect potential security violations and breaches in the cloud based data and applications
Utilize a secure access and change management system to manage revisions to the cloud application.
Utilize a patch management approach to install revisions to the cloud data and application.
Implement a log management system to have an accurate audit trail of what occurs on the cloud.
One of the best ways to avoid this problems for IT Prfessional new hires is to implement Janco’s IT Hiring Kit. Rather they are an individual contributor
10 reasons why new hires fail have been identified in a recent study by Janco Associates, Inc. They are as follow:
The Job descriptions used in the recruiting process are not accurate and/or are out of date
The new hire is not a team player
The skills and experiences presented by the new hire are inflated.
The new hire causes friction with the organization
The skill the the new hire has are not a fit to the enterprises requirements
The new hire is not motivated to meet the needs of the organization.
The new hire is looking towards expanding their own resume not to meet the requirement of the position.
The new hire has to have things their own way and are not very adaptive.
The new hire is careless and not very attentive
The new hire is a prima donna
In the recruiting and hiring process, steps need to be taken to see that none of the items above are part of the new hire’s characteristics
Solution to minimize hiring mistakes for 10 reasons why new hires fail
IT Pro’s Hiring Kit – Includes latest IT Salary Data, Interview and Hiring Guide, and 300 Job Descriptions – In today’s economy, nearly every organization faces pressure to have the right talent in place, run at peak efficiency and “do more with less”. With the economy improvement and lowest unemployment numbers in several years, HR departments are pressured to get qualified professionals on board now.
Backup Policy includes everthing that is need to be in full compliance with all mandated security requirement.
Backup Policy Updated as well as the CIO IT Infrastructure Policy Bundle. The policy has just been updated to take into account everything from GDPR to cloud storage and security implications.
The Backup Policy addresses the issues that you struggle with including:
How safe are your information assets in transit and at reset?
What protections are in place to prevent hacker access?
Does your backup and retention process meet all of your compliance requirements?
Who can gain access to your data?
What KPI metrics do you have in place?
Will the use of the data ensure successful recovery?
Managing backup and recovery in today’s environment is a multi-dimensional challenge with both near and long term business requirements. Recent technological developments in disk backup have had a positive impact on short term data retention requirements (see also BYOD policy). But these improvements do not replace the need to execute and deliver on a long term data retention strategy which includes:
Business and Regulatory Requirements Demand a Long-term Plan
Manage and Contain Your Total Cost of Ownership (TCO)
Encrypt Your Data for Secure Long-term Retention
Weigh the Environmental Impacts and Minimize Power and Cooling Costs
Simplify Management of the Entire Solution
Best of Breed solution
A “Best of Breed” backup policy and strategy considers how to:
Back up critical application data – across mixed operating systems and storage configurations
Restore desktops and mobile users quickly
Restore systems to dissimilar hardware or virtual systems
Back up data and system information to off site locations, so that you can quickly recover your business even from a total loss of your facility
Leverage new cloud based backup offerings to properly secure, back up,and archive critical data.
Chief Experience Officer (CXO) Job Description. The Chief Experience Officer (CXO) drives the enterprise’s growth in the user experience arena. They oversee operations in all user experience sectors like marketing, image setting, mobile applications, social media, related technologies, and virtual goods, as well as web-based management and marketing.
The CXO is not only a user experience expert but also a seasoned marketing, brand, and product manager. As the role is transformational, the CXOs is responsible for the adoption of consistent user interfaces across the entire business. As with most senior executive titles, the responsibilities are set by the organization’s board of directors or other authority, depending on the organization’s legal structure.
The C-Level job description bundle contains the top eight (8) IT job descriptions. Each is between 5 to 8 pages long and is at the level of detail that KPI performance metrics can be defined and related directly to both employment contracts and compensation/bonus levels.
Chief Information Officer(CIO)
Chief Information Officer (CIO) – Small Enterprise
Top 10 Millennial Considerations for Recruiting Managers
Top 10 Millennial Considerations change the way companies recruit. There are factors that are different that recruiters and managers need to consider. We have identified the top 10 things factors when look at this portion of the labor pool.
Top 10 Millennial recruiting considerations identified
Recruiting Millennials was a key factor is the redesign of the IT Hiring Kit
Millennials typically are not looking for long-term career positions. Many are looking to gain knowledge that they can leverage in their next position. The company, the product, or the service provided is not as important as what the millennial can gain for their experience. During the recruiting process, care must be given to understanding exactly what the millennial is looking for in a position, Will it be a short employment opportunity or one they can stick with for a 3 to 5 year period?
The company website is one of the first places that millennials will look for information before they do anything else.
Millenials prefer to submit electronic resumes and apply for positions via the internet (company website) or Social Media accounts.
Social media reputation is a key consideration in their decision to accept or reject a job offer.
Millennials prefer companies that are forward-thinking and digitally tuned. Social media presence is important.
They often will not consider an environment where they are at a desk in football field-sized office versus a telecommuting environment.
Communication and training are key components of the culture that millennials need to understand. These individuals look for companies that have an experience base they can learn from, Typically, millennials do now what to create from scratch. Therefore, they need to have a way to connect with those who have gone before them.
Millennials expect and require modern technology to do their jobs and will specifically look for employers that offer cutting edge tools.
Millennials require that they are in-the-know on company performance and how their contributions have helped the company meet its goals and objectives.
People in this group place person life over work life. Work is only a means to make a living, a long-term career with a company is not the top priority.
Well written IT Job Descriptions are key to staffing
2019 Version of the HandiGuide contains 300 2 to 8 page descriptions. They every position for CIO to Blockchain programmer and System Administrators
IT Job Descriptions that are complete and well written. For example, each job description is 2 to 8 pages in length and well structured. In addition, they all follow the same format and utilize standard style sheets. As a result, they are key to setting functional pay grades, defining career paths, and recruiting qualified staff.
Janco’s descriptions are current and comprensive. Also, they are compliant with all mandated requirements including PCI-DSS, GDPR, ISO, Sarbanes-Oxley, HIPAA, CobiT, and the ITIL standards.
The position descriptions are structured to focus on “Best Practices”. These have been defined by the IT Productivity Center. Also, the descriptions meet the requirements for World Class Enterprises. Foremost, they are ready to use and easily modified to meet an enterprise’s unique requirements. In addition, the descriptions all are reviewed at least annually and updated accordingly. Therefore, those with the subscription service recieve frequent updates.
They are provided in MS WORD, PDF, and ePub formats. Also, a subscription service to update them is offered. The lenght of the upddate sevice is 1-year to 2 years.
The 300 positions include all of the functions within the IT group. They are structured to focus on “Best Practices” as defined by the IT Productivity Center. In addition, they meet World Class Enterprise requirements. They are ready to use and easily modified to meet your enterprise’s unique requirements.
Job Description Format and Strucuture
The position descriptions in this book contain information regarding a given job and its functionality within an Information Systems Organization. This includes a position purpose statement, problems and challenges of the position. In addition, an itemized list of principal accountabilities, and the authority boundaries afforded the holder of the position. Aslo listed are job contacts of the position, and specifications of experience needed for the position. Finally, the career opportunities available to the position holder in the future.
MS Word style sheets are used so all of the job descriptions are in the same consistent format.
The Position Purpose section of the position description gives an overview of the responsibilities of the position. This provides a summary of the most important aspects and duties of the position.
Problems and Chalenges
The Problems and Challenges section outline specific challenges facing the holder of the position. If these challenges are met efficiently and effectively, the opportunity for advancement to a higher position, offering greater challenges, will occur.
Essential Position Functions
For each position, essential position functions are defined. There are additional factors that impact a position. With this in mind, all of the positions have been developed with four items to identify these essential position functions. They are:
The Principal Accountabilities section itemizes the separate duties and responsibilities of the position. This section fully details each major task or responsibility necessary to perform the job function. The tasks are ranked from those most crucial in the beginning of the section to those which are more routine are listed at the end of the section.
The Authority section of the position description delineates the amount of latitude the position holder has in influencing personnel and decision making within the department. This section also outlines which departmental personnel the position holder needs to interface in order to successfully perform this job.
The Contacts section of the position description identifies the primary and secondary contacts with whom this position deals with on a day to day basis.
The Position Requirements section sets forth hiring requirements for the specified position, as well as necessary educational, experiential, and other requirements necessary for the position.
The Career Ladder section proposes future career track opportunities for the position holder. This provides a goal for the position holder to achieve and should, therefore, increase motivation levels.
The ADA does not limit an employer’s ability to establish or change the content, nature, or functions of a job. It is the employer’s role to establish what a job is and what functions are required to perform it. The ADA simply requires that an individual with a disability have their qualification for a job evaluated in relation to the job’s essential functions.
The ADA does not require that an employer conduct a job analysis or any particular form of job analysis to identify the essential functions of a job. The information provided by a job analysis may or may not be helpful in properly identifying essential job functions, depending on how it is conducted.
To identify essential job functions under the ADA, a job analysis should focus on the purpose of the job and the importance of actual job functions in achieving this purpose. A job analysis will be most in-line with the spirit of the ADA, if it focuses on the results or outcomes of a function, not solely on the way it customarily is done.
IT Job Description Bundles
For those clients who do not want to acquire the entire HandiGuide there is an option to select subsets of our complete offering. These subsets are focused around particular areas of interest and provide you a way to get the benefits of Janco’s expertise in a limited and lower cost manner. All of the bundles have been updated within the last six months. They include:
IT Hiring Kit Update has just been released. It contains the lastest IT Salary Survey, the 2019 version of the Interview and Hiring Guide, and job descriptions. The kit comes in 4 editions – Standard, Silver, Gold and Platinum. Each of the job descriptions is between 2 to 8 pages in length.
The recent update includes a number of best practice definitions to facilitate recruiting. The best practices provide a proven methodology for how the recruitng process can be streamlined to maximize the productivity of the recruiting staff and increase the likelihood that only fully qualified candidates are screened , interviewed, and recruited.
IT Hiring Kit Update components all have been updated with the last few weeks. As the IT Job Market continues to tighten now is the time to get this must have kit.
The kit comes with 30 days of free update service. In addition, update subscription service can be purchased along with the core offering. The options are for one or two years of service.
The CTO of a Fortune 10 organization based out of New Year who has reviewed the latest version of the kit said that he was “… going to make the IT Hiring Kit a standard for all of the recruiting managers and CIO in the divisions of his company.” That is high praise indeed.
With the added components all available in eReader format, this kit is portable and mobile to address the everchanging technology environment. For example all of the job descriptions can be viewed on tablets and smartphones. With that option the need for paper copies is minimized.
Top 10 Interview Best Practices – In every employment market, candidates need to say yes when they are offering a position. It is up to the company and its recruiters to create an environment that will assure that when they provide an offer it is accepted.
Top 10 List
Here are the top 10 things that recruiters need to do when they are hiring.
Top 10 Interview Best Practices is just one of the many tools contained in the Interview and Hiring Guide
Make the right first impression. Job candidates know to put their best foot forward, but companies in hiring mode can forget to do the same. That includes everything from seeing that the office receptionist greets the candidate and treats them with respect, to company employees smiling and saying hello as the candidate walks to and from the interview. Creating a recruitment-friendly atmosphere is the job of the whole company. You should never underestimate how important a compelling company culture is to the overall hiring process.
Have a complete and accurate job description. If the position is not clear to the hiring manager, they will not be able to explain it to the candidate. The description should have a good summary that is posted or placed in the ad in addition to the full one which would be understood before the interview starts.
Have the candidate review the job description before the interview. if the candidate knows the roles and responsibilities of the position they will be much more likely to provide a better picture of how they could fill the role.
Communicate to the candidate what the interview will entail. Let the candidate know that they will be spending x time in the interview. If there is any testing of any sort they should be aware of that especially if there is a personality or physiological testing process.
Be prompt. if the interview is scheduled for 3:00, start it at that time. Have a replacement interviewer ready in case the scheduled recruiter is called away for any reason.
Allow no interruptions. Focus on the candidate. Turn off your cell phone and email notifications. Put your office line on Do Not Disturb. Do not have anything between you and the candidate like a computer display.
Prepare for the interview. Know who the candidate is and have a set of questions ready to be asked.
Have materials to be provided to the candidate available. If the recruiter is going to provide any materials see that it is on hand. Put a post-it note on the materials with the candidate’s name on the materials. That will show the candidate that they were important enough to cause the company to have materials pre-prepared.
Be enthusiastic. he recruiter should be positive and enthusiastic not only about the job that is being filled but also about the company.
Provide a set of next steps at the end of the interview. Tell the candidate what will happen next and when. Do not take too long to decide on hiring or removing from consideration and or schedule a follow-up interview.