Since 2004, October has been designated as National Cyber Security Awareness Month (NCSAM). Many organizations use this as an opportunity to roll out annual cybersecurity training to their entire workforce. But is that training effective in initiating the behavior changes that keep your organization safe? What approaches can give you a better shot at building cybersecurity awareness and keeping it top of mind when employees are presented with a real threat? Here are some ideas to consider.
Congratulations! You landed an in-person interview. Next step: Sell why you’re the one for the job. Confidence is key and being prepared will give you that extra edge to make it to the next round, or better yet seal the deal. The thought of an interview can be stressful enough, read through our checklist to make sure you’re ready and prepared to have a successful conversation.
Over the years, we have helped a lot of companies improve their application training. Their own training development efforts had not achieved their desired goals, and so, they brought in an external resource.
As a developer I often get questions about the future. Specifically, how much time it would take me to develop an (often nebulously conceptualized) eLearning course in Storyline. A good rule of thumb is that it will take a bit more than an hour of production for every minute of limited interaction course time. That doesn’t include developing a storyboard (or script) or custom content. Custom content can include audio narration, icons that are specific to the content of the course, or custom video content.
Gamification has become a popular educational strategy to motivate people of all ages, both online and in the classroom. In addition to making learning more enjoyable, gamification is used to promote active learning, engage users in real-world problem solving, and recognize achievements or competencies. According to a recent report, this trend is expected to continue due to a stronger focus on experiential and inquiry-based learning and increased awareness through professional development.
Early in my career, I had a boss who couldn’t make important decisions. Decisions that would have enabled me and my team members to act quickly, be productive, and achieve the success we all desired. Instead, the answer I consistently got was “I’ll call you Thursday”. (It wasn’t ALWAYS Thursday, but it seemed to be his favorite pick of the week.) Needless to say, Thursdays would come and go with no call. This indecision resulted in wasted time, reduced productivity, a sense of failing our internal customers, and feeling demoralized for not being trusted to make the decisions myself.
In this hyper competitive market for talent, everyone is looking for ways to stand out to potential candidates. According to the CareerBuilder Talent Supply tool, in some markets there are 16 times more jobs than there are candidates. Take New York-based technical infrastructure positions. There are currently 123,000 open jobs and only 7,000 active candidates. Anyone looking to find ways to differentiate to candidates are realizing that a positive candidate experience is an impactful way to attract, engage, and hire talent.
One of the best tools that companies have at their fingertips is the human facilitator who develops relationships, manages change, provides subject matter expertise, and communicates directly to the organization’s employees.
You’re interviewing potential candidates for an open position on your team. Those set to meet with you to discuss the opportunity are most likely a little nervous - but if you think about it, things are a little nerve-wracking on your side of the table too. The pressure is on to select the “perfect” candidate by weeding through the underqualified, the overqualified, and the average. The only way to do this successfully in the short amount of time allotted is to ask the right questions.