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Machines Protecting Themselves Is The Future Of Cybersecurity

Machines Protecting Themselves Is The Future Of Cybersecurity

Bottom Line: Existing approaches to securing IT infrastructure are proving unreliable as social engineering and breach attempts succeed in misdirecting human responses to cyber threats, accentuating the need for machines to protect themselves.

Any nations’ digital infrastructure and the businesses it supports are its most vital technology resources, as the COVID-19 pandemic makes clear. Cybercriminal and advanced persistent threat (APT) groups are attempting to capitalize on the disruption that COVID-19 is creating to engage in malicious cyber activity. It’s become so severe that the United States Department of Homeland Security (DHS) Cybersecurity and Infrastructure Security Agency (CISA) and the United Kingdom’s National Cyber Security Centre (NCSC) issued a joint alert, COVID-19 Exploited by Malicious Cyber Actors earlier this month.

“If you’re in the Department of Defense, your doctrine says land, sea, air, space, cyber. An entirely new domain of warfare, but fundamentally, an entirely new domain of human existence. That’s really disruptive,” said General Michael Hayden during his keynote at the 2017 Institute for Critical Infrastructure Technology (ICIT) Winter Summit. General Hayden’s comments are prescient of the world in 2020.

In the same keynote, he said that it’s essential that cyber-threats and the actors carrying them out be treated as invading armies and cyber-attacks be considered an act of war. “We self-organize and use business models to guide our self-organization,” General Hayden said. “We will have to rely on ourselves and the private sector in a way that we have not relied on ourselves for security.”

General Hayden’s’ comments are a call to action to the private sector to take the initiative and innovate quickly to secure the cyber-domain. Machines protecting themselves is an area noteworthy for its innovative technologies for securing IT infrastructures and the networks that comprise them.

Exploring An Approach to How Machines Protect Themselves

Wanting to learn more about how machines would be able to protect themselves automatically, I spoke with Centrify’s Chief Strategy Officer, David McNeely. He explained that one of the best ways is to have a client that is an integral part of any operating system act as an intermediary that establishes a trusted identity for each client system on a network. The client would then be able to authenticate every login attempt and request for resources by verifying each login through an authoritive security management platform such as Active Directory (AD).

McNeely explained how Centrify’s approach to having machines protect themselves using clients integrated with operating systems. “The client is designed to enable the computer to authenticate users. It must have a trusted relationship with the authoritative identity service in the organization that manages user accounts, this is usually Active Directory. The computer account and trust relationship is what enables strong authentication of user login requests” he said.

He continued, “Self-defending machines address the paradigm shift occurring in cybersecurity today where protection cannot be enforced at the network boundary. In the past, trusted networks were defined by administrators using network protection tools such as VLANs, firewalls and VPNs in order to protect a group of machines on that network. With self-defending machines, it’s possible to implement a true Zero Trust approach more fully where the network cannot be trusted.”

The following is a graphic of how Centrify is approaching machine-to-machine Zero Trust across distributed environments:

Machines Protecting Themselves Is The Future Of Cybersecurity

Centrify’s approach is based on servers protecting themselves by enforcing a policy defined by IT administrators as stored in Active Directory (AD) or Centrify’s Privileged Access Service. Clients then carry out the orders, enforcing centrally managed policies for each of the following scenarios:

  • Define who can login, making sure only authorized personnel are allowed access.
  • Whether clients should initiate the process of enforcing MFA or not, to make sure the login attempt isn’t a bot, fake ID, or incorrect human.
  • Whether audit is required or not of the login session and if so, what conditions define if it should be recorded or not.
  • Which privileges are granted to each user and for how long once they’ve gained access to systems.

Why The NIST 800-207 Standard Matters

The National Institute of Standards and Technology (NIST) has defined Zero Trust architecture as a set of guiding principles that organizations can use to improve their security posture. You can view the publication online here: NIST Zero Trust Special Publication 800-207, Zero Trust Architecture (PDF, 58 pp., no opt-in).

Organizations need to continually evaluate their existing cybersecurity defenses in light of the Tenets of Zero Trust in order to continually improve their security postures. The NIST standard underscores the importance of how security architecture matters. For example, defenses to protect assets need to be as close to the asset as possible, much like in a war. In this new era of cyberwarfare, soldiers will need their own body armor and tools to defend against an adversary. Similarly, it is important to arm each server with appropriate defenses to protect against cyberthreats.

Conclusion

General Hayden’s challenge to private industry to pick up the pace of innovation so the nations’ cyber-domain is secure resonates with every cybersecurity company I’ve spoken with. One of the most noteworthy is Centrify, who has devised an enterprise-ready approach for machines to protect themselves across infrastructure and network configurations. It’s Identity-Centric approach to authenticating every login attempt and request for resources by verifying each login – through Active Directory (AD) or the cloud-based, FedRAMP-authorized Centrify Privileged Access Service – differentiates its approach from other cybersecurity vendors attempting to empower machine self-defense.

 

Remote Recruiting In A Post COVID-19 World

Remote Recruiting In A Post COVID-19 World

Bottom Line: Virtual career fairs and events, fully-remote recruiting, more personalized career paths, and greater insights into candidate experiences are quickly becoming the new normal in a post-COVID-19 world.

The COVID-19 pandemic is quickly changing how every organization is attracting, recruiting, and retaining employees on their virtual teams, making remote work the new normal. Recruiting systems, Applicant Tracking Systems (ATS), and talent management systems were designed for one-on-one personal interactions, not virtual ones. Legacy Human Resource Management (HRM) systems are already showing signs of not being able to scale and meet the challenges of the brave, new post-COVID-19 world. The majority of legacy systems are built for transaction scale and can’t see candidate potential. Closing the gaps between legacy talent management systems and new virtual event recruiting and AI-based talent management platforms are changing that by putting candidate potential at the center of their architectures.

Closing The Virtual Event Recruiting Gap Needs To Happen First

Many organizations during this time of year prioritize recruiting the best and brightest college seniors they can attract during in-person interviews on campus. That’s no longer an option today. College recruiters are resorting to individual Skype or Zoom sessions with candidates while attempting to keep track of interviews the best they can with Excel, Google Sheets, and e-mail. Recruiters trying to recruit for mid-level and senior positions are under increasing pressure from hiring managers to arrange interviews with the highest quality candidates possible.

Seeing an opportunity to help organizations find, engage, and recruit using online events, Eightfold.ai has created and launched Virtual Event Recruiting. Eightfold.ai is best-known for its Talent Intelligence Platform™, the first AI-powered solution and most effective way for companies to identify promising candidates, reach diversity hiring goals, retain top performers, and engage talent. Eightfold.ai’s recent webinar How To Hold Virtual Recruiting Events is worth checking out if you’re interested in how Virtual Event Recruiting is evolving..

What Does Success Look Like In Virtual Event Recruiting?

The table stakes for any Virtual Event Recruiting solution need include support for students just starting their careers, veterans, return-to-work mothers, and experienced professionals. For a solution to be effective, it also needs to enable companies and job seekers to connect, giving companies greater scale than is possible for physical recruiting events. Ideally, any virtual event recruiting system needs to provide the following:

  • The ability to upload resume books and use AI to find the highest quality matches for open positions in real-time. Machine learning algorithms excel at pattern matching and can save recruiters thousands of hours of drudgery by immediately seeing the highest quality matches for open positions.
  • Provide a planning center that also serves a company’s specific talent community and provide tools to grow it by tailoring events to their specific interests while seeking the best-qualified candidates for open positions. Creating, launching, and tracking recruiting campaigns from the same dashboard that tracks invitations, registrations, and open positions being filled gives recruiters the end-to-end visibility they need to succeed with a virtual event. It’s important to have Assessments included in every virtual event to measure candidates’ experiences and see what’s going well and which areas need to improve. The following is an example of what Eightfold’s planning center looks like:

Remote Recruiting In a Post COVID-19 World

  • Rely on AI to match high-potential candidates with the best possible virtual events to increase opt-in and participation rates. For a virtual event recruiting solution to be effective, high-potential candidates need to be matched with positions they will most excel in. A first step to making this happen is using AI to understand every candidate’s strengths and inviting them to the virtual events that will help them the most in choosing the best position given their potential.

Remote Recruiting In a Post COVID-19 World

  • Guide candidates to the positions that best match their existing capabilities and future potential. Instead of relying on keyword matching from resumes alone, virtual event recruiting applications need to suggest those positions high-potential candidates have the greatest potential to excel at. Using AI to combine all available data on a candidate, so their existing capabilities and future potential are taken into account is key to making more successful hires. Integrating job recommendations with virtual event recruiting is a must-have for any organization looking to add staff in 2020 and beyond.

Remote Recruiting In a Post COVID-19 World

  • After the virtual event, all potential candidates for an open position need to be stacked-ranked so recruiters can prioritize who they contact. By providing personalization at scale to every candidate by providing them recommendations for the positions they are the strongest match for, recruiters will find following-up is easier to accomplish than cold-calling a candidate found on LinkedIn, for example. Stack ranking needs to include members of the existing talent community and organization is cultivating as well. An excellent example of how this could work is shown below:

Remote Recruiting In a Post COVID-19 World

Conclusion

University campuses need to consider partnering with Eightfold.ai to make it easier for their graduating students to find best available careers, perhaps across a much broader range of companies than ever visited any individual campus. And there is no reason this paradigm can’t be applied to other job fairs and recruiting events like Grace Hopper.

Improving event virtual recruiting needs to be the priority recruiters and HR professionals take action on first to stay competitive from a talent management standpoint. Organizations that will win the war for talent in this new remote, distributed workforce era are already looking at how to excel at virtual recruiting. Having a talent intelligence platform that can provide end-to-end visibility and personalization at scale is the future of talent management.

 

How To Reduce The Unemployment Gap With AI

How To Reduce The Unemployment Gap With AI

It’s time for AI startups to step up and use their formidable technology expertise in AI to help get more Americans back to work now.

Bottom Line: A.I.’s ability to predict and recommend job matches will help get more Americans back to work, helping to reduce the 22 million unemployed today.

One in ten Americans is out of work today based latest U.S. Department of Labor data. They’re primarily from the travel and hospitality, food services, and retail trade and manufacturing industries, with many other affected sectors. McKinsey & Company’s recent article, A new AI-powered network, is helping workers displaced by the coronavirus crisis provides context around the scope of challenges involved in closing the unemployment gap. McKinsey, Eightfold A.I., and the FMI – The Food Industry Association combined efforts to create the Talent Exchange, powered by Eightfold.ai in a matter of weeks. McKinsey insights across a broad base of industries to help Eightfold and FMI create the Talent Exchange in record time. “In talking with clients across the U.S., it became very clear that there is a huge labor mismatch, and individuals are being affected very differently—from retailers furloughing tens of thousands of workers to other organizations needing to hire more than 100,000 workers quickly. We’re excited to help bring a scalable offering to the market,” said McKinsey partner Andrew Davis. McKinsey and FMI collaborating with Eightfold speak volumes to how Americans are coming together to combat the COVID-19 fallout as a team.

And with the food & agriculture, transportation, and logistics industries considered essential, critical infrastructure by Cybersecurity and Infrastructure Security Agency (CISA), demand for workers is more urgent than ever. Eightfold’s Talent Exchange launched last weekend and already has more than 600,000 jobs uploaded that employers need to fill and is available in 15 languages. Eightfold is making the Talent Exchange available free of charge through the COVID-19 epidemic. The Talent Exchange is also being extended to other industries and eco-systems, illustrating how the Eightfold A.I. platform can provide transferability of skills across roles and industries.

Getting Americans Back To Work Using A.I.

Earlier this week Eightfold, FMI – The Food Industry Association and Josh Bersin, the noted global research analyst, public speaker, and writer on many aspects of human resources and talent management, hosted the webinar, COVID-19: Helping the food industry on the front lines with A.I. It’s available to watch here and includes a walk-through of the Eightfold Talent Exchange. The following graphic explains how the Talent Exchange addresses the needs of downsizing companies, impacted workers and hiring companies:

How To Reduce The Unemployment Gap With AI

Eightfold’s Talent Exchange Is A Model For How To Use A.I. For Good

Eightfold’s Talent Exchange uses A.I. algorithms to match candidates with available roles, based on each individual’s skills and previous experience.

Current employers who have to furlough or lay off employees can invite employees to participate in the program. Eightfold also designed in a useful feature that enables employers to add lists of impacted employees and send them a link to register for the Exchange. Employers can view their entire impacted workforce in a single dashboard and can filter by role, department, or location to see details about the talent needs from hiring companies and how their impacted employees are getting placed in new roles. The following is the Talent Exchange dashboard  for current employers showing progress in placing employees with furlough and outplacement partners, including the number of offers accepted by each:

How To Reduce The Unemployment Gap With AI

Employees impacted by a furlough or lay-off can create and update profiles free on the Talent Exchange, defining their job preferences, skills, and experience. That’s invaluable data for hiring companies relying on the platform to make offers and fill positions quickly.  How current employers handle furloughs and lay-offs today will be their identity for years to come, a point John Bersin made during the webinar saying “employers who thrive in the future are going to build long-term relationships with employees today.” Employees receive the following when their current employer adds their name to the Eightfold Talent Exchange. The fictional Company Travel Air is used for this example:

Hiring companies see candidate matches generated by the Exchange, so they can contact these prospects or immediately offer them new jobs. Eightfold’s A.I. engineering teams have automated and personalized this contact as well, expediting the process even further. Hiring companies can add onboarding instructions to allow new hires to start as soon as they are ready and have real-time views of their hiring dashboard shown below:

How To Reduce The Unemployment Gap With AI

Conclusion

Combining A.I.’s innate strengths with H.R. and talent management professionals’ expertise and insights is closing the unemployment gap today. Employers furloughing or laying off employees need to look out for them and get their profile data on the Talent Exchange, helping them find new jobs with hiring companies. As was so well-said by Josh Bersin during the webinar this week, “smart employers should think of their hourly workers as talent, not fungible, replaceable bodies.” For hiring companies in a war for proven employees with talent today, that mindset is more important than ever.

10 Most In-Demand Tech Jobs On Indeed In 2020

10 Most In-Demand Tech Jobs On Indeed In 2020

  • There has been a 73.6% increase in WordPress developer job postings on Indeed through the first three months of 2020.
  •  Demand for tech jobs is more resilient than the national average, with tech job listings down 5.8% from the same time last year compared to a 15.2% drop across all job listings.
  • The top ten most in-demand tech jobs’ open positions grew 30.2% through March 2020.

While job postings in the U.S. are 23.6% lower year-to-date compared to 2019, tech hiring is showing signs of being more resilient than average. Indeed’s economists looked at the tech job titles with the highest percentage increase in job postings per million from January 2020 to March 2020. They included average salary along with the % increase in job postings per million on Indeed during the same time period in 2019. Their analysis found the ten most in-demand technical jobs through the end of March have seen on average a 30% increase in job listings. WordPress Developers, Systems Integration Engineers, and SAS Programmers are the most in-demand, according to Indeed’s analysis.

According to Nick Bunker, Economist at Indeed: “Demand for tech workers has slowed considerably. The trend in job postings for software development job titles included in the analysis is down 18.5% from the same time last year, as of April 3. Compare that to the trend in overall postings in the U.S. which is down 23.6% from last year’s trend.” Demand for tech workers appears to be slowing down, but is doing relatively better than the overall labor market. Nick says that “the trend in job postings for software development jobs titles is down 5.8% from the same time last year, as of March 27st. Compare that to the trend in overall postings in the U.S. which is down 15.2% from last year’s trend.”  

The following are key insights from Indeed’s analysis of tech jobs most in-demand so far this year.

  • The average salary of the ten most in-demand tech jobs on Indeed through March 2020 is $113,855. SAP ABAP Developers are earning the highest salaries, with an average annual salary of $139,920. Indeed’s economists say professionals with skills in the area can make, on average, $69.96 per hour. SAP ABAP expertise is among the most lucrative skills to have in an economic downturn, paying $26,065 more than the average income level of the top ten tech jobs combined.

10 Most In-Demand Tech Jobs On Indeed In 2020

  • There has been a 30.25% growth in new job listings across the ten most in-demand jobs through March 2020, countering the downward trend in overall national hiring. The five fastest-growing positions’ job listings are growing at an aggregate 44% growth rate through the first three months of the year. Professionals with skills in WordPress Development, Systems Integration Engineering, SAS Programming, experience being a Senior Technical Lead, and SAP ABAP development have an excellent chance of finding work during this downtime.

10 Most In-Demand Tech Jobs On Indeed In 2020

  • There are just over 29,000 job listings across the ten most in-demand positions today. To get the number of open positions by title, I searched Indeed on each and entered the counts in the table below.

10 Most In-Demand Tech Jobs On Indeed In 2020

 

 

The Best Tech Companies For Remote Jobs In 2020 According To Glassdoor

The Best Tech Companies For Remote Jobs In 2020 According To Glassdoor

  • Modern Tribe, CloudBeds, Dataiku, PartnerCentric, GitLab, Hotjar, HubSpot, PowerToFly, Close.io, Fuse, Databricks, eightfold.ai, Fortinet, and SAP are most likely to be recommended by 93% or more of the employees who work for these companies in 2020.
  • Between LinkedIn, Glassdoor, and Indeed there are over 12,000 open remote-based software technical professional jobs available today. Companies with open positions on these sites include Aha!, AutoDesk, Calix, Cardinal Financial,  Chef Software, CoreLogic, Couchbase, Medidata Solutions, OutSystems, Qlik,  RedHat,  Riverbend, Salesforce, ServiceNow, Ultimate Software and many others.
  • Working Nomads has 10,127 open remote-based developer jobs listed, along with over 1,800 in tech marketing, 1,700 in management, and just over 1,000 in tech sales.

These and many other insights are from a comparison of the leading tech companies who offer remote, work-from-home job positions today and their Glassdoor scores. Tech companies with open remote positions are compared on two Glassdoor scores of the (%) of employees who would recommend this company to a friend and (%) of employees who approve of the CEO. Of the many companies include in the comparison, PowerToFly and GitLab stand out as exceptional in their ability to create strong virtual organizations. They’re defining the future of work today.

PowerToFly was launched by Milena Berry and Katharine Zaleski in 2014 to connect Fortune 500 companies and fast-growing startups with women who are looking to work for companies that value gender diversity and inclusion. PowerToFly is building the platform to propel diversity recruiting and hiring. PowerToFly’s job search engine currently has 994 open remote positions. Founders Milena Berry and Katharine Zaleski have created an excellent remote-based culture where 95% of employees would recommend working there to a friend, and 94% approve of them as CEOs.

GitLab has team members located in more than 65 countries around the world and provides a Guide to Remote Work. GitLab has over 100 open remote locations open, and you can find them here. Open positions are in Engineering, Marketing, Sales, Quality, Security, UX, and several other areas. GitLab knows how to excel at creating and growing a remote-based culture, reflected in 97% of employees willing to recommend the company to a friend and their CEO Sid Sijbrandij having a 97% approval rating based on 125 ratings. GitLab is one of several remote-only software companies defining the future of work.

The best tech companies for remote jobs in 2020 table is shown below. You can download the original Excel data set here. If the image below is not viewable in your browser, you can see the image here.

Where To Find Remote Tech Jobs Today

Originally posted on Forbes here. 

 

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