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Posts from the ‘machine learning security’ Category

Using Machine Learning To Find Employees Who Can Scale With Your Business

  • Eightfold’s analysis of hiring data has found the half-life of technical, marketable skills is 5 to 7 years, making the ability to unlearn and learn new concepts essential for career survival.
  • Applicant Tracking Systems (ATS) don’t capture applicants’ drive and intensity to unlearn and learn or their innate capabilities for growth.
  • Artificial Intelligence (AI) and machine learning are proving adept at discovering candidates’ innate capabilities to unlearn, learn and reinvent themselves throughout their careers.

Hiring managers in search of qualified job candidates who can scale with and contribute to their growing businesses are facing a crisis today. They’re not finding the right or in many cases, any candidates at all using resumes alone, Applicant Tracking Systems (ATS) or online job recruitment sites designed for employers’ convenience first and candidates last. These outmoded approaches to recruiting aren’t designed to find those candidates with the strongest capabilities. Add to this dynamic the fact that machine learning is making resumes obsolete by enabling employers to find candidates with precisely the right balance of capabilities needed and its unbiased data-driven approach selecting candidates works. Resumes, job recruitment sites and ATS platforms force hiring managers to bet on the probability they make a great hire instead of being completely certain they are by basing their decisions on solid data.

Playing The Probability Hiring Game Versus Making Data-Driven Decisions

Many hiring managers and HR recruiters are playing the probability hiring game. It’s betting that the new hire chosen using imprecise methods will work out. And like any bet, it gets expensive quickly when a wrong choice is made. There’s a 30% chance the new hire will make it through one year, and if they don’t, it will cost at least 1.5 times their salary to replace them. When the median salary for a cloud computing professional is $146,350, and it takes the best case 46 days to find them, the cost and time loss of losing just one recruited cloud computing professional can derail a project for months. It will cost at least $219,000 or more to replace just that one engineer. The average size of an engineering team is ten people so only three will remain in 12 months. These are the high costs of playing the probability hiring game, fueled by unconscious and conscious biases and systems that game recruiters into believing they are making progress when they’re automating mediocre or worse decisions. Hiring managers will have better luck betting in Las Vegas or playing Powerball than hiring the best possible candidate if they rely on systems that only deliver a marginal probability of success at best.

Betting on solid data and personalization at scale, on the other hand, delivers real results. Real data slices through the probabilities and is the best equalizer there is at eradicating conscious and unconscious biases from hiring decisions. Hiring managers, HR recruiters, directors and Chief Human Resource Officers (CHROs) vow they are strong believers in diversity. Many are abandoning the probability hiring game for AI- and machine learning-based approaches to talent management that strip away any extraneous data that could lead to bias-driven hiring decisions. Now candidates get evaluated on their capabilities and innate strengths and how strong a match they are to ideal candidates for specific roles.

A Data-Driven Approach To Finding Employees Who Can Scale

Personalization at scale is more than just a recruiting strategy; it’s a talent management strategy intended to flex across the longevity of every employees’ tenure. Attaining personalization at scale is essential if any growing business is going to succeed in attracting, acquiring and growing talent that can support their growth goals and strategies. Eightfold’s approach makes it possible to scale personalized responses to specific candidates in a company’s candidate community while defining the ideal candidate for each open position. Personalization at scale has succeeded in helping companies find the right person to the right role at the right time and, for the first time, personalize every phase of recruitment, retention and talent management at scale.

Eightfold is pioneering the use of a self-updating corporate candidate database. Profiles in the system are now continually updated using external data gathering, without applicants reapplying or submitting updated profiles. The taxonomies supported in the corporate candidate database make it possible for hiring managers to define the optimal set of capabilities, innate skills, and strengths they need to fill open positions.

Lessons Learned at PARC
Russell Williams, former Vice President of Human Resources at PARC, says the best strategy he has found is to define the ideal attributes of high performers and look to match those profiles with potential candidates. “We’re finding that there are many more attributes that define a successful employee in our most in-demand positions including data scientist that are evident from just reviewing a resume and with AI, I want to do it at scale,” Russell said. Ashutosh Garg, Eightfold founder, added: “that’s one of the greatest paradoxes that HR departments face, which is the need to know the contextual intelligence of a given candidate far beyond what a resume and existing recruiting systems can provide.”  One of the most valuable lessons learned from PARC is that it’s possible to find the find candidates who excel at unlearning, learning, defining and diligently pursuing their learning roadmaps that lead to reinventing their skills, strengths, and marketability.

Conclusion

Machine learning algorithms capable of completing millions of pattern matching comparisons per second provides valuable new insights, enabling companies to find those who excel at reinventing themselves. The most valuable employees who can scale any business see themselves as learning entrepreneurs and have an inner drive to master new knowledge and skills. And that select group of candidates is the catalyst most often responsible for making the greatest contributions to a company’s growth.

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Zero Trust Security Update From The SecurIT Zero Trust Summit

  • Identities, not systems, are the new security perimeter for any digital business, with 81% of breaches involving weak, default or stolen passwords.
  • 53% of enterprises feel they are more susceptible to threats since 2015.
  • 51% of enterprises suffered at least one breach in the past 12 months and malicious insider incidents increased 11% year-over-year.

These and many other fascinating insights are from SecurIT: the Zero Trust Summit for CIOs and CISOs held last month in San Francisco, CA. CIO and CSO produced the event that included informative discussions and panels on how enterprises are adopting Next-Gen Access (NGA) and enabling Zero Trust Security (ZTS). What made the event noteworthy were the insights gained from presentations and panels where senior IT executives from Akamai, Centrify, Cisco, Cylance, EdgeWise, Fortinet, Intel, Live Nation Entertainment and YapStone shared their key insights and lessons learned from implementing Zero Trust Security.

Zero Trust’s creator is John Kindervag, a former Forrester Analyst, and Field CTO at Palo Alto Networks.  Zero Trust Security is predicated on the concept that an organization doesn’t trust anything inside or outside its boundaries and instead verifies anything and everything before granting access. Please see Dr. Chase Cunningham’s excellent recent blog post, What ZTX means for vendors and users, for an overview of the current state of ZTS. Dr. Chase Cunningham is a Principal Analyst at Forrester.

Key takeaways from the Zero Trust Summit include the following:

  • Identities, not systems, are the new security perimeter for any digital business, with 81% of breaches involving weak, default or stolen passwords. Tom Kemp, Co-Founder, and CEO, Centrify, provided key insights into the current state of enterprise IT security and how existing methods aren’t scaling completely enough to protect every application, endpoint, and infrastructure of any digital business. He illustrated how $86B was spent on cybersecurity, yet a stunning 66% of companies were still breached. Companies targeted for breaches averaged five or more separate breaches already. The following graphic underscores how identities are the new enterprise perimeter, making NGA and ZTS a must-have for any digital business.

  • 53% of enterprises feel they are more susceptible to threats since 2015. Chase Cunningham’s presentation, Zero Trust and Why Does It Matter, provided insights into the threat landscape and a thorough definition of ZTX, which is the application of a Zero Trust framework to an enterprise. Dr. Cunningham is a Principal Analyst at Forrester Research serving security and risk professionals. Forrester found the percentage of enterprises who feel they are more susceptible to threats nearly doubled in two years, jumping from 28% in 2015 to 53% in 2017. Dr. Cunningham provided examples of how breaches have immediate financial implications on the market value of any business with specific focus on the Equifax breach.

Presented by Dr. Cunningham during SecurIT: the Zero Trust Summit for CIOs and CISOs

  • 51% of enterprises suffered at least one breach in the past 12 months and malicious insider incidents increased 11% year-over-year. 43% of confirmed breaches in the last 12 months are from an external attack, 24% from internal attacks, 17% are from third-party incidents and 16% from lost or stolen assets. Consistent with Verizon’s 2018 Data Breach Investigations Report use of privileged credential access is a leading cause of breaches today.

Presented by Dr. Cunningham during SecurIT: the Zero Trust Summit for CIOs and CISOs

                       

  • One of Zero Trust Security’s innate strengths is the ability to flex and protect the perimeter of any growing digital business at the individual level, encompassing workforce, customers, distributors, and Akamai, Cisco, EdgeWise, Fortinet, Intel, Live Nation Entertainment and YapStone each provided examples of how their organizations are relying on NGA to enable ZTS enterprise-wide. Every speaker provided examples of how ZTS delivers several key benefits including the following: First, ZTS reduces the time to breach detection and improves visibility throughout a network. Second, organizations provided examples of how ZTS is reducing capital and operational expenses for security, in addition to reducing the scope and cost of compliance initiatives. All companies presenting at the conference provided examples of how ZTS is enabling greater data awareness and insight, eliminating inter-silo finger-pointing over security responsibilities and for several, enabling digital business transformation. Every organization is also seeing ZTS thwart the exfiltration and destruction of their data.

Conclusion

The SecurIT: the Zero Trust Summit for CIOs and CISOs event encapsulated the latest advances in how NGA is enabling ZTS by having enterprises who are adopting the framework share their insights and lessons learned. It’s fascinating to see how Akamai, Cisco, Intel, Live Nation Entertainment, YapStone, and others are tailoring ZTS to their specific customer-driven goals. Each also shared their plans for growth and how security in general and NGA and ZTS specifically are protecting customer and company data to ensure growth continues, uninterrupted.

 

 

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