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Today is National Job Action Day, a day dedicated to recognizing and empowering those who dream of having a job they love! In celebration of this day, we, at BGSF, considered the steps our organization has put in place to empower our employees and encourage their career growth while allowing them to pursue their passions and purpose. A recent step BGSF has taken to help live out our mission statement, Your Future. Our Purpose, and empower our employees, was the launch of our New Hire Onboarding (NHO) program. The purpose of our NHO is to provide a centralized onboarding experience to welcome new employees, allowing them the opportunity to build relationships with our leadership teams, giving each new employee visibility to career advancement opportunities, and elevating the new hire experience. By attending a variety of virtual meetings with department leaders, NHO allows team members to receive consistent messaging and acclimates them to our company culture while also ensuring they have a thorough understanding of their responsibilities. This program promotes cross-divisional relationships and introduces new hires to key stakeholders. NHO supplies an inclusive learning experience for new hires throughout their time with BGSF and provides them with tools and resources to be successful in their roles. When employees feel empowered, they are more likely to remain engaged and report high job satisfaction. According to Forbes, one survey of 7,000 employees showed that employees with a high level of empowerment were at the 79th percentile for engagement — more than three times the engagement level of their less-empowered counterparts! BGSF new hires’ NHO experience: Lenora Woods, Account Manager – BG Multifamily, Atlanta How did NHO impact your onboarding experience at BGSF? NHO made a great impact on my onboarding experience. I learned about and experienced a taste of what BGSF’s company culture is all about. It gave me the reassurance that I will be supported in my current role, as well as in my growth within the company. What excites you the most about the BG culture after NHO? The thing that excites me most about the BG culture is that I am a part of a diverse group of people who love giving back to their communities, helping people and their families, all while having fun. What value did NHO bring to how you engage and interact with other team members? After participating in NHO, I feel empowered to engage with other team members from other markets. I appreciate being encouraged to build relationships with those outside of our own market. Doing so only helps us be a stronger contributor to our respective teams. What about your NHO experience resonated with you the most? The CEO Roundtable resonated with me the most. I enjoyed learning about Beth’s journey to CEO, how she works in the community mentoring other female CEO’s and business owners and learning simple things like what she does in her spare time. Many times, our CEOs are “untouchable,” so it was nice to have a candid conversation with the leader of the company and be heard. Christian Veir, Talent Coordinator – BG Talent, Houston How did NHO impact your onboarding experience at BGSF? NHO gave me various tools and trained me on techniques that can be valuable in my operations as a talent coordinator at BG Talent. The iGNiTE orientation was very valuable and insightful that will help the efficiency and effectiveness of recruiting through exposure to different soft skills and different scenarios of conflict resolution, diversity, inclusion, and equity and depersonalization. I believe bringing these topics to the forefront of others’ minds is important to support a diverse work environment and help the recruiter in their objective outlook on candidates. What value did NHO bring to how you engage and interact with other team members? NHO brought tremendous value to how I engage and interact with other team members. This opportunity allowed me to connect with others that I normally would not connect with and gave the experience of how to navigate communications and relationships with team members. I have developed relationships with others outside of my geographical area that I believe I will carry throughout my time with BG Talent and onward. Employees who believe in the value of their work, and the company, are better team members and higher contributors to the overall business’s success. We are excited to introduce our pilot NHO program as a best practice and look forward to seeing the impact it has on our new hires! Connect with us and learn more at bgsf.com.

For the second consecutive year, BGSF, a workforce solutions provider, has sponsored the State Fair of Texas Youth Agricultural Job Interview Contest. This year’s event took place on Monday, October 17th at the Briscoe Carpenter Livestock Center, with thirty students competing for the scholarship prize. High school student members of the National FFA Organization, FCCLA, and 4-H traveled across the state to compete for the $1000 scholarship grand prize to the higher education institution of their choice. Thirty students advanced to the semi-finals from an initial group of forty-eight students. These thirty students set themselves apart from the herd after our volunteers thoroughly reviewed their cover letters and resumes. BGSF had over twenty volunteers representing each of our divisions at this event, serving as mock interviewers, room monitors, application and correspondence judges, registrars, and more. While we were here to mentor and provide helpful career advice, we also learned from the students, connecting with them to learn about their “why” and career aspirations. These students’ and their professionalism, dedication to their work, commitment to voluntarism, and passion for the agricultural industry were inspiring! The scholarship winner and the top five finalists received a virtual job shadow day with BGSF. Job shadowing at BGSF provides an opportunity to explore future career paths in finance and accounting, HR, IT, marketing, multifamily and commercial real estate, recruiting, and sales. In addition, the students will learn about the company culture at BGSF, gain career development advice from our executive team, and learn about the initiatives that make BGSF a place for career and personal growth. This year’s scholarship winner was Emilee Munchrath, a member of Graford FFA. We are so incredibly proud of Emilee and each of the these young scholars. We know they have bright futures ahead, and we are grateful to play a small role in helping them along the way. Making a BiG difference in the communities we serve is one way we show how your future is our purpose. Thank you to the State Fair of Texas for providing this opportunity for us to engage with these future leaders! Connect with us and learn more at BGSF.com.

What makes a supervisor great? A question you maybe haven’t considered before but when you interview for a job, you interview the supervisor too. How are they as a manager? Do you see eye to eye with one another? Are they approachable and empathetic toward you? All questions and thoughts to consider before you take the job. We decided to take a poll to see which skills you considered the most important for a supervisor. The response options were: High Integrity Promotes Growth Opportunities Approachability and Empathy Other (please comment below!) In today’s job market, there are two jobs for every job seeker (U.S. BLS). In addition, according to a recent survey by GoodHire, 82% of employees said they would quit their job due to poor management. Results: The characteristics of approachability and empathy were the clear winner, with 57% of the votes, followed by having a supervisor that promotes growth opportunities (22%) and has high integrity (19%). Our followers want an approachable supervisor, who understands their concerns, values their ideas, and is available. This type of supervisor nurtures each member of their team to grow into their best work selves, while also preserving a vision for the overall needs of the organization. Look for these skills and characteristics when interviewing your next potential boss. If you’re seeking a new opportunity, search our Professional and Real Estate offerings or meet our Leadership team. Sources: GoodHire.com and U.S. Bureau of Labor Statistics Source: https://www.yahoo.com/now/warning-managers-survey-shows-most-133000249.html (GoodHire) Survey: https://www.goodhire.com/resources/articles/horrible-bosses-survey/

Happy Hispanic Heritage Month! In celebration, employees from our Real Estate division are celebrating by sharing stories and reasons why they are proud of their Hispanic heritage! This year’s theme is ‘Unidos: Inclusivity for a Stronger Nation’ – Unidos: Inclusividad para una nación más fuerte.” I have seen the hard work and efforts of those who came to the U.S. with nothing and built a great life from the ground up. I respect the hardships faced by those that have left the island my family is from and their dedication to a better life for future generations. – Kristopher Bueno, Director of Sales – BG Multifamily Colombians are gritty and optimistic and filled with positivity and hope. Add Colombians’ friendliness and joy, and an enthusiasm for life that ensures we’re quick to smile. Our contrasting natural regions, their profuse flora, and fauna, the ethnic diversity of our people, and the richness of our cultural and artistic patrimony (make me proud). – Juliana Calero, Regional Operations Manager – Real Estate I am proud of the courage and strength my ancestors demonstrated as they left their homeland and started a new life in a completely different place that they knew very little about, unable to speak the language. These immigrants took a leap of faith based on hearsay; there was no Internet to tell them about the place that they and their families would soon call home. They worked extremely hard and created smoother roadways for those of us who came after them. Their legacy is my inner strength. – Adriana Carbonara, Director of Sales – BG Multifamily I am proud to be a Mexican American! The reason I love to honor my Hispanic heritage is because there is something about our morals that just stands out. We stand for what we believe and work hard to chase our goals, dreams, and desires. We believe in preserving our own culture, and we are proud of things like our music, food, and family! – Angelica Melecio, Director of Operations – BG Multifamily I am proud of my cultural heritage and history, stemming from a mix of Taíno, Spanish, and African traditions. Whether it is through music, art, food, traditions, festivals, or one of many other bountiful options, culture is present—and waiting to be discovered—in every corner of this Caribbean paradise. We are strong, relentless, committed, and dedicated individuals. We are very proud of our heritage and what we stand for. Oh, and our food is AMAZING! – Yasmin Montez, Direct Hire Coordinator – BG Multifamily I’m PROUD of my heritage because of the values it has taught me. Mi Papi (my dad), Gracias por todo! Matehuala, SLP – Alvina Quiroz, Staffing Coordinator – BG Multifamily I am proud of my heritage because we do so much with so little. In Uruguay, there are about as many people in the whole country as there are in Houston. The number of cows outnumbers the humans! – Ashley Silva, Staffing Coordinator – BG Multifamily (I am proud) because we do everything with passion, dedication, love, and respect. My pride in being a Latina is to celebrate the essence, values as a community, and assume the great responsibility of being the best you can be, so that inspired by our efforts, others can pursue their dreams and make them come true. – Denise Taveras, Supervisor of Internal Recruitment – BG Multifamily I am proud of being Latina and embrace the beauty in our family traditions. Our culture within itself is so diverse that holding on to our family values and sharing them will all those around us is what makes us unique. – Elvira Torres, Senior Market Support Specialist – BG Multifamily I am proud to be Mexican- American because both my parents came to the United States and were successful business owners. They had limited education and taught us to work hard in order to succeed. I proudly say that they owned three restaurants and a bakery. I am proud to call them my parents and to have witnessed what grit can do for any family. – Rosie Vasquez, TAC Onboarder – BG Multifamily Our teams are grateful for the opportunity to connect, share stories, and embrace our different cultures. We find strength in our diversity and by practicing inclusivity, our teams and the communities we serve become stronger and more empowered! We hope you take the time to recognize the rich contributions, histories, and cultures of Hispanic Americans who have helped shape our nation’s landscape and paved the way for a better tomorrow!

ERP Systems Are a Prime Target ERP systems are connected to many other operations systems within an organization. If an ERP system is the victim of a cyber-attack, it could have devastating consequences on a business’s overall operations. With Cybersecurity threats on the rise, the chances of this becoming a reality have increased dramatically over the years. These threats can easily jeopardize an organization’s reputation and the long-term financial impacts of such an attack could be quite damaging. Organizations need to protect their systems against internal and external cyber threats to maintain confidentiality, availability, and integrity. Common Causes for Security Vulnerabilities The larger the company, the more users you have, and—consequently—more vulnerabilities exist in your system. Therefore, this makes ERP security a uniquely complicated issue due to the increased difficulty in maintaining it. Here are a few reasons ERP systems are particularly prone to cyber-attacks: ERP systems are the center of your business – ERP systems are integrated ecosystems, so a single breach can compromise an entire business operation. Having a large attack area, combined with a lack of general ERP security and knowledge, greatly increases the risk of attacks and makes ERP systems, such as PeopleSoft, a prime target for adversaries. Lack of Internal Security Specialists – In today’s job market, there is a substantial shortage of security experts who are knowledgeable enough to run and practice safety within the organization’s systems. Most vendors provide an ERP security solution that does not often fit into an organization’s integrated Cybersecurity model. This creates a large blind spot for the security team and increases the cyber threat from internal and external actors. Patching of systems – Another major problem is found in the lack of patching and overall maintenance of the supporting technology within the ERP ecosystem. When organizations fail to properly patch and keep systems up to date, this can allow breaches. And when it comes to password security, according to Dark Reading, only 64% of employees say they think their password habits are secure. Therefore, it is crucial to develop a patching and security policy that supports the needs of your ERP and supporting systems. ERP Security Best Practices To keep your ERP system protected and secure, it’s critical to establish appropriate controls by implementing ERP security solutions and integrating them with the rest of the security operations. Stay educated – Keep your organization one step in front of potential threats by staying well-informed and maintaining current community issues. Cybersecurity threats evolve and develop fast. As such, your organization needs to ensure everyone from the top-level executives to the daily users in your ERP systems are educated on best practices to reduce the chances of threats. Strong and safe password hygiene – Practicing safe and adequate password hygiene and employee training is essential considering the internal security risk posed by insufficient security knowledge. For example, breaches can often be traced back to an internal compromise, such as phishing attacks. An organization can easily prevent a superuser’s compromise by having two-factor verification, or more frequent software and security updates. Stay secure from external risks – Beyond internal risks, it’s important to keep your systems secure from external adversaries, and the best way to do so is by monitoring and establishing the following: Create an exploitation and fraud policy. Monitor and identify unauthorized access. Provide continuous and automated audits Detect data leaks. Create a centralized security monitoring system. To learn more about our services and how we can assist you in developing and implementing new hiring strategies, visit www.bgsf.com/professional.

We’ve collected some best advice  and put them on a list for you! Feel free to download as needed.

As an executive for a consulting company that specializes in “Managed Services” for both on-premises applications and those in the cloud, our team must focus on the needs of Cybersecurity in today’s world. The question clients and prospects constantly ask, “How does moving to the cloud change our focus on Cybersecurity?” No one answer applies to all! That’s right. What is critically important to your company regarding security completely depends on the size of your company and your current investment in Cybersecurity. So, let’s get into the top three questions you should address when moving to the cloud. 1. When moving to the cloud, who is responsible for Cybersecurity? Us or the cloud vendor? It is important to point out that all cloud vendors do what they can when it comes to Cybersecurity at a macro level. But in the end, if a customer’s data is compromised, it is the organization that is responsible. Therefore, just because you’re using cloud computing, it doesn’t mean you can let your guard down. The two most common causes of data breaches in the cloud are: Misconfigured access restrictions on storage resources Improperly secured systems What does this mean? It means you must put Cybersecurity at the center of your build and the management of your cloud tenancies. 2. What are cloud vendors doing to make it easier to transition the work related to Cybersecurity? Cloud vendors invest a tremendous number of resources into their security and the product they provide to their customers. It is in the best interest of these vendors to make the task of building, managing, and supporting security as straightforward as possible. The major players, including Amazon (Amazon Web Services), Microsoft (Azure), Google (Google Cloud Platform), and Oracle (OCI), have invested a lot of Research and Development dollars in the use and management of the applications, products, and appliances they offer to their customers. These vendors have one form or another of a “Command Center” with security as the central brain. As an example, some of these functions act as a scanner to look for vulnerabilities based on the rules you as an organization need to apply. In addition, almost all vendors have best practices in place and channels set up to guide, support, and ensure your organization’s systems and data are secure. Do not hesitate to tap their knowledge! 3. Could moving to the cloud improve our current Cybersecurity plans? The answer to this question depends on your current investment in Cybersecurity (people, processes, and tools). Small to mid-size businesses are particularly vulnerable to cyberattacks, mainly because they don’t have the resources to invest in their Cybersecurity programs. These organizations should look at moving their critical applications, and eventually all of them, to the cloud. This is based on the fact that they can improve their overall security because cloud vendors have some of the most robust security in the IT space. One of the greatest challenges of moving to the cloud comes from the internal organization, specifically IT managers because their natural inclination is to keep data where they have the most perceived control over it. Therefore, the decision to move to the cloud for better Cybersecurity should be based on your current investment in Cybersecurity, as well as the level of support from your IT organization, as they will have to maintain it in conjunction with the on-premises model (which we will cover in our next blog!)

As a job seeker, it is important to know that the content on a resume could make or break your success in the job market. There are a lot of myths out there and I am here to debunk them! Myth #1: Your resume should only be one page. FALSE: When you created your first resume, you were most likely advised to keep your resume short and sweet. I was guilty of this as well until I started my career in technical recruiting. I quickly realized how silly that advice was. If you try to stick to one page on a resume, you are more than likely going to miss out on important content that job seekers are looking for. When a recruiter or hiring manager is looking through resumes, they want to see skills or experience that relate to their position so they can determine if you are going to be a good match. If you try to squeeze everything onto one page, you are likely cutting out a lot of information that could be super valuable to a hiring manager. Sticking to one page is just simply not as important as you may think. Just keep it clean and organized. Myth #2: Less is more. FALSE: Similarly, to the myth above, less is not always more. MORE IS MORE. When recruiters are sourcing online for qualified applicants, they are looking for keywords, and the more times those words show up on a resume the better fit that candidate might be for their position. If you received a certification or are well-versed in specific software, add it to your resume! If you used Microsoft Project in each position you have had, add it to each position! Your resume is the first impression you make to a potential employer. You need to make yourself stand out on a piece of paper, which means as many relevant skills as possible you can add to that resume, the better! The content on your resume could be the reason that they call you back or you get the interview (where you can truly sell yourself). But you must get there first with a strong resume. Myth #3: You should hire someone to format your resume. FALSE: I might get in trouble for this one, but save your money and create your resume yourself! If you are working with a recruiter, nine times out of ten they are going to reformat your resume to a template that they use for their hiring managers or clients. If you have a PDF, it is more difficult for employers or hiring teams to edit or add headers or additional information their clients may require. There are some instances where we omit information for the privacy of the candidate, so if you have an intricate resume that is difficult to edit it makes the recruiter’s job a lot harder. Resumes don’t have to look pretty – the content is the most important! Myth #4: You should write one cover letter and attach it to each job application. FALSE: If you are going to take the time to write a cover letter, you will want to cater that cover letter to each position you are applying to. If you use one template across all jobs, a hiring manager or recruiter will notice and most likely not take the time to read it. It is obvious when a cover letter is generic and being used across multiple positions. If you are going to write one, be intentional, make sure to pull specific points from each job description and adjust your cover letter accordingly. If you aren’t going to do that, just take it off entirely. Your resume is truly the first thing an employer will look at. Myth #5: You shouldn’t add an address to your resume. FALSE: Similar to keyword searches for skills and experience, one of the first things a recruiter is going to do when looking for candidates is add a location radius. If you do not put at least a city and state on your resume, your information may not generate in a recruiter’s search. For example, if you are a job seeker who is open to positions in the greater Dallas area, make sure you add “Dallas, TX” somewhere on your resume. Zip codes are even better. Myth #6: I should add every position I have ever had to my resume. FALSE: Although we do not need to stick to one page, we also don’t want a resume that is ten pages long! At a certain point, it is acceptable to omit past positions from your resume if they are no longer relevant to your career path. Although your jobs from college were great at the time, when you have been in the workforce for over 5 years, it may be time to delete that from your resume. If you made a career change, it is acceptable to remove your early career roles if it is no longer applicable to your current job search. If you’re ready to search for your next opportunity, check out our open positions here!

Despite continued economic uncertainty, the hiring market is still white-hot, and time is of the essence. Today’s candidates have more choices than ever before, and employers need to listen to their preferences. They are no longer limited by location with the widespread adoption of remote work, and the demand for talent has been on a steep rise since the dawn of the Great Resignation/Re-Shuffle. BGSF Polling: The New Turnaround Time In our polling research, we have found that these factors directly impact what is considered an acceptable amount of time between the first interview and making an offer to a candidate. With many expecting that turnaround time to be 1-2 weeks, candidates are also anticipating only 1-2 rounds of interviews before a decision is made by a possible employer. More specifically, BGSF has found that IT candidates (especially with “higher level” or senior roles) won’t even submit themselves for a position when they learn it’s a 3-step interview process. Modernizing Your Hiring Process So, have you been missing out on great talent because your hiring process is just too long? Here are three steps you can take today to start streamlining your hiring process and landing those top applicants! 1. Start with an approved budget: Last year, we saw so many companies lose out on top talent because they didn’t have an approved budget. Particularly, in this candidate-driven market, that’s a weak way to approach the hiring process and it also leaves a poor impression of the company. It may sound like a simple thing, but make sure: There is an approved budget in place for each role. The budget makes sense. It considers current market salaries and total compensation (not just base salary). 2. Make sure you have a well-defined role and competitive salary: Some job descriptions we’ve seen can be a little unrealistic. It’s critical for companies to really invest time in developing job descriptions, ensuring that they are practical and that they accurately reflect the knowledge, skills, and abilities required to perform that role. If you have a role that’s been posted for a long time, you may need to take a step back and review the position. You may even want to consider what your key, non-negotiables are for the role and where you can stand to be a little more flexible in terms of those requirements. Don’t give up on quality, however, sometimes you can broaden your talent pools while also leveling the playing field for job seekers, especially those from less traditional backgrounds. The salary you offer should be reflective of the job title and responsibilities. Depending on the position level, the challenges, and the goals you have for that particular role, companies should consider sign-on bonuses, higher yearly bonuses, and long-term incentive plans wherever necessary. 3. Have a clear interview plan that allows for quick feedback and selection: This is where we see a lot of companies lose out on talent. You want to review your interview process and ensure that it is streamlined, structured, and includes all the key decision-makers. It’s extremely important to identify the right individuals who will be involved in the hiring and ensure that they understand their role in the interview process, the timing of the hire, and the time commitment required of them. Companies should try to coordinate panel interviews so that the process is not stretched beyond the two-week mark. For higher-level roles, this just may not be plausible, but for the more junior or mid-level roles, two to three interviews really should suffice. Also, any assessments you require should be done simultaneously with the interviews. Especially if you feel you have a solid candidate, you should complete this step earlier rather than later. Interviewing teams should also meet on a regular basis to discuss candidates and to give feedback. Quick feedback is essential, and it’s incredibly important for hiring managers to be organized to enable quick decision-making. Particularly, if you really like a candidate and want to make an offer! To learn more about our services and how we can assist you in developing and implementing new hiring strategies, visit www.bgsf.com/professional.

Recruiters spend an average of 7.4 seconds reviewing a resume before determining whether to learn more about a candidate (TheLadders.com). Although this can vary among employers, it is best to keep in mind you have a limited amount of time to make an impression. Below are 10 ways that you can make your resume stand out and get HIRED! 1. Add a mission statement or professional summary at the top of your resume. This highlights a quick snapshot of your skills, strengths, and qualifications. 2. Review the job description and identify your three most impactful skills. This demonstrates that you did your research and understand what the employer is seeking. 3. Use key terms from the job description, should the employer use an ATS (applicant tracking system). This will help your resume to stand out and rise to the top. 4. Format your resume to highlight your qualifications in an organized manner. This allows the employer to find what they are looking for quickly. 5. Prioritize your skills and expertise at the top of your resume. Shows potential employers why your skills and expertise are applicable to the role. 6. Choose an F-pattern or Z-pattern layout, with job titles supported by lists of accomplishments. These patterns mimic how the human eye scans online webpages, which may hold an employer’s attention longer. 7. Select a simple font such as Arial, Courier, or Times New Roman. Select a font size of 11-12 pt. for normal text, 14-16 pt. for section titles and headers. 8. Remove complex formatting for web or text resumes to optimize functionality in an ATS. This includes the following: bullets, lines, headers, color schemes, bold or italicized fonts, special characters, symbols, hyperlinks, and images. 9. Use short declarative statements to highlight your accomplishments and contributions to your previous employers. Recruiters want to see how you add value and envision what you may bring to their company. 10. Limit your resume to one to two pages at the most. This allows the employer to engage with the most crucial details. Now that your resume is ready, head over to BGSF.com to search our Professional and Real Estate opportunities. We are hiring nationwide and would love an opportunity to help take your career to the next level. Sources: Indeed.com/intrvu.or/LinkedIn.com/TheLadders.com

How should I format my resume? As recruiters, it’s not uncommon to receive several hundred resumes per role we’re working on. I find that candidates will format their resume in a “flashy” way to catch my attention. While I appreciate the effort that’s put into it, it’s not actually helpful or a good use of time for either the candidate or the recruiter. To make your resume stand out: • Keep it two pages or under. • Use bullet points to help organize your thoughts. • Use engaging language but don’t just use a thesaurus for every other word. • Use clear and concise formatting & language •Thoughtful descriptions, i.e. leave behind typical phrases such as “hard-working” or “self-motivated” Lastly and most importantly, have friends, family, mentors, former coworkers, etc. read your resume and give you feedback! To kick off the new year on the right foot, give BG Professional Division a call for any additional help you need. Whether it’s IT implementation/configuration, data management, financial & accounting, project support, HR, creative marketing, and more; we are here for you. Reach us at BGSF.com. We can’t wait to be part of your success story in the new year!

The law of supply and demand is a fundamental economic principle that impacts all businesses. Simply put, the more an item is in demand, the greater the price that a seller can charge for that product. The more difficult it is to source the product, the more valuable manufacturers who can produce the product become. As supply becomes more constrained and demand increases, the price of that product will continue to escalate and manufacturers of the product will have increasing leverage and pricing power, leaving those in need with a difficult decision. They must either agree to pay the market price or accept the consequences of going without that product, absorbing the business impact of their decision. Since the onset of the pandemic, the law of supply and demand has impacted our daily lives in many ways: The shortage of toilet paper Not being able to find hand sanitizer The availability of ventilators and oxygen devices The scarcity of hospital beds The ability to get a vaccine or a booster shot These items had a direct impact on our personal lives, some of these with greater consequences than others. However, depending on your financial means and your ability to gain access, acquiring these items was easier for some than others. For some, it meant a certain level of comfort, for others it was the difference between living and dying. Supply and Demand in Cyber Security While Cyber Security does not have life or death consequences like healthcare, a company’s ability to protect itself and conduct its business securely and responsibly can be the difference in its ability to meet its business objectives and long-term sustainability. The best way that a company can ensure that they are protected against threats and adversaries is to build a competent and effective cyber security program under the leadership of a capable Chief Information Security Officer. Hiring and retaining a qualified security team, with technical capabilities and relevant business acumen, is the most significant contributing factor in a successful security program that will both enable and protect the business. While there is an infinite number of security products and services that are easy to acquire, the talented security professionals needed to operate and manage them are not nearly as easy to come by. There are about 1 million “Cyber Security Professionals” currently working in the United States and about 500,000 cyber security job openings, right now, in the United States. That means for every cyber security professional who is currently employed, there are two (2) open positions currently available in the market. While these statistics alone are daunting, this is not necessarily “new news” and some of these headline-grabbing numbers can be misleading and manipulated to prove a point and gain attention. Telling the Whole Story What you don’t know is that the shortage in pure numbers does not tell the whole story. All cyber security jobs are not created equal and the shortage of people in the market as a data point alone is misleading. The real shortage of cyber security talent is in quality and experienced cyber security professionals. These are the professionals who really can impact an organization. These are people who have technical foundations, are adaptive learners, and have kept themselves technically current.  These are professionals who have made continual investments in their careers.  These are people who have the ability to communicate and garner respect with technology and business leaders.  These are people who have practical skills and domain expertise that can easily dissect problems and architect and implement solutions that make a difference in how securely and seamlessly business is conducted. These are people who Google, Netflix, Amazon, Facebook, Microsoft, and Apple all want to hire.  These are the people who the large global banks, payment companies, crypto exchanges, and hedge funds want to hire.  These are the people that all of the “hot new start-ups” want to hire. These are the people who the aforementioned companies can afford to pay, as they understand how valuable they are to their business.   These are the people who are in the shortest supply and who are in the greatest demand. For every one of these capable and qualified security professionals, there are 50-100 open positions. The Talent Gap This is the law of supply and demand in its truest form. What makes things more difficult is that the market is creating opportunities and needs for cyber security talent much more quickly than our universities can create Computer Scientists and Technologists. So, the problem is not going to dissipate for quite some time, in fact, it will likely get worse before it gets better. While companies are attempting to figure out how to compete with these global giants in their core businesses, they also need to figure out how to compete with these companies for cyber security talent. And if they are lucky enough to hire some strong capable cyber security talent, how do you retain them and keep them on “your team” and prevent them from seeking greener pastures. Yes, this problem is daunting, but it’s real. You can no longer plead ignorance. The board of directors, investors, and customers are all going to want to know how you are addressing cyber security, and you need to have a strategy. The most important part of that strategy is the people. How do you attract them? How can you compete? What can you offer that goes beyond money? In a situation when Cyber Security professionals have a choice in employers – why will they choose your company? These are questions that you need to be able to answer.