Madera Unified is hiring a Director of Classified Personnel! Share with your network!
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Join Our Team at GrayMatter: Where Core Values Forge Exceptional Careers At GrayMatter, we're not just innovating manufacturing and critical infrastructure solutions—we're building a culture where exceptional people thrive. Our core values define us; they are the heart of our operations and the cornerstone of our success. We seek individuals who embody these principles to join our growing team. Why Build Your Career at GrayMatter? Accountability: We empower you to own your work and its impact on our clients. Integrity: Transparency and honesty aren’t just expected; they’re rewarded. Respect: Our team’s various thoughts and ideas are the blueprint of our innovation. Innovation: Push the boundaries of what’s possible in cybersecurity and operational technology. Teamwork: Collaborate with a team that's as supportive as it is pioneering. Shaped by a foundation similar to the scouting values of trustworthiness, loyalty, helpfulness, and kindness, our workplace is more than just a company—it's a community. Here, you're encouraged to treat others as you would like to be treated and to always follow through on your word. Making an Impact: Your role will directly contribute to resolving critical issues in cybersecurity, helping safeguard the manufacturing and critical infrastructure sectors. By connecting people with industrial assets, you'll be at the forefront of enhancing operational efficiency and resilience. Explore our current job openings and find out how you can make a difference at a company where values are more than just words—they're a way of life. https://lnkd.in/g-cTN6Ht #GrayMatter #CoreValues #OperationalTechnology #Innovation #Teamwork #industrialautomation #industrialcybersecurity
Current Openings | GrayMatter
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Catch Founder & CEO of TRU, Jared Coseglia's latest article in ALM's Law Journal Newsletters! "The Perfect Storm: Why Contract Hiring in Privacy Will Eclipse Direct Hiring In 2024." In it, he breaks down the data behind why hiring managers in #dataprivacy will turn to contractors more this year and beyond - and what's in it for job seekers. Click below to read the full article! https://hubs.ly/Q02vM-2V0
LJN Cybersecurity Law & Strategy | The Perfect Storm: Why Contract Hiring in Privacy Will Eclipse Direct Hiring In 2024
lawjournalnewsletters.com
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For those who suspect the hiring process is, let's say, "non optimised" and stacked against you, and even a way that surreptitiously turns you and your information into nothing more than a commodity: In some cases, even if you go directly to a company web site and check the careers page, you'll discover they use a service via some kind of third-party and there doesn't appear to be a way to engage the company directly. It can have long terms and conditions, and a very complex multinational privacy policy. "...is a "Legally binding agreement..." "you give ______, our Clients _______ a non-exclusive, transferable, sub-licensable, royalty-free, perpetual, worldwide licence to use, host, store, reproduce, modify, create derivative works..." ... bla, bla, bla... "...In each of these cases, this licence will continue even if you stop using our Services..." ... bla, bla, bla... They even admit to *storing* your password (along with enough information to have your identity stolen three times over.) Why do they need to collect information about crashes, system activity, hardware settings, browser type, browser language?...plus your screen size, orientation, and oddly, something called a *pseudonymised User profile* (An opt-out service by the way, if you can spot how to.) Buried in the privacy policy it's revealed as a service that delivers 'talent on demand', which feels like your application will be electronically scanned, categorised, and parked for a 0.001% future chance of being an impossible 100% match for some currently undefined opportunity in exchange for... "...Marketing materials may be sent in the form of emails, post, SMS, telephone or targeted online advertisements..." Whatever happened to posting a letter and CV in response to a local newspaper advert?
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A headhunter sent me an unsolicited candidate for which we don't have an open position. The resume highlighted two items: (1) The candidate had 10 years experience with Generative AI. (2) The candidate had graduated from a Top 10 school in the last 10 years. The subtext: (1) "My person has a ridiculous amount of experience" (2) "My person is young." Reconciling these facts puts this person as founding a GenAI firm while still an undergrad. Impressive, and likely exaggerated. More importantly, the approach calls out a denial of two big facts about professionally-skilled labor: (1) We're all getting older. A BLS study* estimated a median age for professionals at 43.6, and 38.7 for software developers. (2) The skills we need today may not have existed 5 or 10 years ago, so learning the next skill is perhaps the most important skill to have in a worker. If you happen to be in a position to interview someone in their 50s or 60s, a GREAT question to ask is "how did you learn the last significant skill you had to learn, and how would you learn the next one?" *That BLS Study https://lnkd.in/gWj8QKci
Employed persons by detailed occupation and age
bls.gov
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With job scams on the rise, it is important to remain on high alert, know how to spot the signs of a scam and prepare to protect your business. Check out this article written by Sheryl LaPlace, PHR https://lnkd.in/gfm9Ckmg
Generative AI's impact on sourcing and retaining top talent
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Stop Giving Your Innovation and Knowledge to Competitors · Brand and Reputation · Competitive Advantage · Strategy ·
Your staff will move to your competitor with your knowledge assets. What if they take others with them? People have a right to move jobs. They do not have a right to take your (defined) secrets and #confidentialinformation with them. They do have a right to take your ‘secrets’ and ‘confidential information’ with them if you have not captured, listed, marked and protected and made it very clear to your employees that they are classified and are therefore to remain within your business! Your role in this is to make sure you complete these steps before your employee(s) leave; because retrofitting just does not do it. The challenge is that no one person in your business has responsibility for this. Responsibility falls in part with: business line, HR, IT, Legal, IP, cyber and risk. Therein lies the problem it is like addressing an action email to seven people at once and expecting them to take action. They don’t because it is easier to hide behind leaving it to someone else. Your #tradesecrets, confidential information and #knowhow are valuable but unrecognised assets! Will you wait for the employee(s) to leave to join your competitor(s) ? Or will you do something today? Footnote: Microsoft just played 5D chess and won the whole OpenAI business (well it's people - which is actually the business) Following the firing of CEO Sam Altman, 505 of the 700 #openai employees told the board they would move to #microsoft if the entire board didn't resign! https://lnkd.in/e8XzfS86
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Recruiting and Staffing Professional. Cell: (267) 237-0113, Email: BurkhimerMichaelw@gmail.com. Top .001%
2024 is flying by with only 136 working days left. Are you GHOST POSTING? Ghost posting is when a company purchases job slots in bulk and falsely advertises opportunities that don't exist (anymore/yet) -- to scrape data and online followers for other purposes, simulating (ROI). GDPR prevents companies in the UK, EU, and EEA from doing this routine specifically. To identify ghost postings, you can cross-reference the ad on the company's career site and or paste the job description into a search agent to see the full perspective. This flawed recruiting strategy goes against the desire of most Americans for data ownership. Stay on top of your recruiting game and reputation by not posting fake searches. #GhostPosting #DataPrivacy #GDPR
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Are ghost jobs a smart business practice? Or do they endanger the trust your organization has worked so hard to build? It may depend on whether you look at it through the privacy lens. #GhostJobs #BusinessPractices #PrivacyConcerns
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Seeing how it all works with real success stories helps illustrate how | GrayMatter | can help you! check it out! #cyber
Check out our new showcase of customer stories and case studies at graymattersystems.com! Our research gives you valuable resources to start a new project or break through a challenge that's been holding you back... • Industry Insights: Learn about the latest innovative solutions in your field through real-world applications. • Success Stories: See how others have overcome challenges similar to yours with GrayMatter's help. • Practical Applications: Discover actionable strategies that can be applied to your own business or projects. • Networking Opportunities: Connect with like-minded professionals and potential collaborators. • Competitive Advantage: Gain knowledge that could give you an edge over your competitors by understanding the successes and approaches of others. Visit: https://lnkd.in/dJstUVv #casestudies #industrialtechnology #otcybersecurity #manufacturing
Customer Stories & Case Studies | GrayMatter
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When it comes to collecting candidate and client contacts from the web, the terms "capturing" and "scraping" are sometimes used interchangeably. There is a difference, and tech-savvy recruiters should be aware of the distinction when applying this sort of technology. #capture #recruitingtech #recruitmentcrm #sourcingstrategy #candidatessearching #datacapture #datascraping
Capture vs. Scraping: What Recruiters Need To Know - PCRecruiter
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