In terms of (employee) talent and retention, hiring the right candidate is only half of the battle. Imagine this scenario. During the past few months, your tech department has experienced a loss of talent, specifically those responsible for vulnerability management. There is a pressing need for an expert who can expedite tickets, based on their status, with the critical tickets requiring immediate attention. In the absence of such a person, your company’s security is at risk. A new job advertisement has been posted on a variety of platforms and websites, including Glassdoor and LinkedIn, by your organization. Your organization now has access to a wide variety of newly discovered, distinct talents who are prepared and willing to assist with vulnerability management in a matter of days. The first obstacle is to go through the resumes, then narrow down the list of candidates, interview them, and hire the candidate(s) that you believe will be most suitable for the job.
Day: September 5, 2022
Diversity management is a term that is not always recognized in the corporate world; however, by this point in time (2022), it should be readily identifiable, accepted, and promoted. This is a rapidly developing initiative, which aims to acknowledge the diversity within your organization, accept it, and create an overall sense of inclusion for your entire workforce. This applies to all individuals, regardless of their background, ethnicity, gender (or preferred gender), mental or physical handicaps, age, sexual orientation, or religious beliefs. Diversity management can be a challenging and intimidating endeavor, but if you support it from within your organization, your chances of success are greatly enhanced. Diversity, equality, and inclusion (DE&I) can help corporations gain an edge over their competitors in the future.