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10 Mar

Posted at 18:45h in averynormal blog by
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Can your personality type make you more susceptible to different cybersecurity attacks? A 2019 study has revealed the link between one’s MBTI (Myers-Briggs Type Indicator) personality type and the vulnerability to different types of cybercrime. The MBTI personality type assessment aims to assess people according...

30 Oct

Posted at 15:25h in averynormal blog by
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find-tech-recruiter-how-to-singapore Finding a reputable tech recruiter might be one way to solve your job hunting woes. Imagine this scenario. You’re actively looking for a new position. But you have a full-time gig. You’ve heard horror stories about tech recruiters in Singapore, but you figured, you’ll give this a shot. How do you find a trustworthy and reputable recruiter? 

Why you should use a tech recruitment agency 

You’ve heard about the cybersecurity talent brain drain. But did you know that finding and hiring the ideal job candidate is tough for all industries? Which is why a number of companies are employing the help of recruitment firms in Singapore. Here are some reasons why you should use a tech recruitment agency:
  • Save time: Finding the right candidate is a tough, time consuming process. Agencies help your employees save time to focus on more important responsibilities on hand. Additionally, agencies spend most of their time sorting through CV’s. They might already have your ideal candidate waiting for the right job. Which can help you save additional recruiting time!
 
  • Better candidate quality: Unfortunately, not all HR executives and hiring managers are trained to hire for tech and cybersecurity specific roles. Especially in a non-tech organization. Turning to an IT recruitment agency in Singapore might just be the answer to finding a trained candidate.
 
  • Additional security: Here’s the thing, candidates are flaky people. You might have invested all that time finding the right hire...only to have them drop out at the very last minute. And you’re back to square one. Outsourcing your hiring needs will not only help you save time. But a recruitment agency will be able to provide additional candidates to help fill your job opening, should a candidate drop out during the interview process. 
  Are you interested in outsourcing your hiring needs to a reputable tech recruitment firm? Follow our guide below for information on how to find the best recruiter for tech:   

1. Find recruiters with active knowledge in the tech industry

Here’s one thing you might not be aware of: not all recruiters in Singapore charge a premium. However, they might be charging another precious item: your time. Which is why, finding a recruiter with an active and working knowledge of the tech industry is imperative!  Most recruiters are pattern matches. They’re looking for matching words, skills, and languages on resumes that meet the criteria the clients are looking for. Think of recruiters as scanners - who spend their day reading through hundreds of CV’s each day. Unfortunately, it is hard for “scanners” to find some candidates positions. A good tech recruiter is someone who is a great “scanner” and a technician. They’re also great communicators; a skill not many in the recruitment field is equipped with. 

2. Ask for referrals 

After all, we live in a modern world where reviews and referrals are number one. However, whether or not a good tech recruiter will come through your referrals, depends on how strong your professional network is. Linkedin is a good way to find referrals as well as suggestions, comments, as well as reviews to help you find a tech recruiter. Alternatively, a quick Google search could also provide you with some great results. 

3. Think like a candidate

A good recruiter will hire good job candidates. Which is why it pays off if you start thinking like one. Job portals are a good place to help you find a reputable recruitment agency, but websites like Linkedin might also be useful. A simple search of the term “recruiter” and even “tech recruiter” on Linkedin might be a good way to kick things off. Networking is also a useful method to find trustworthy tech recruiters. Keep in mind that recruitment agencies are also on the lookout for clients (you)! An easy way to network with recruiters is by attending local tech conferences and events. We guarantee you’ll gather a number of business cards to exchange!

4. Follow the creative “yellow brick road”

Here’s the thing, recruitment agencies want to be found. Both by candidates and of course, potential clients. One way for agencies to stand out amongst other competitors online is by creating content (i.e. articles and videos). A quick YouTube and Google search for recruitment and tech related articles might lead you to your ideal recruiter.
Read More: A Very Normal Company’s Tech, HR, and Recruitment focused Blog 

5. Find a recruitment agency with the ideal working culture 

The best recruiter is one that thinks and hire like you would. Which is why we believe that finding a recruitment firm whose working culture meshes well with yours is a good way to determine that. Thankfully, with the help of social media, you’ll be able to get a glimpse into the working lives of some well-known recruitment companies. Pro-Tip: This will also be a great time to find out if the agency has a good social media presence. Ideally, you should pick an agency with a regular posting schedule, as well as great social media presence. Additionally, agencies with a bigger following usually means that it has access to a larger pool of candidates. 

6. Compare prices 

Like any form of service out there, the best recruitment agency is useless if you cannot afford its services. Which is why we recommend seeking pricing quotes from several agencies to help you compare the prices. Recruitment agencies rarely advertise their prices on their websites. The best way to find out the price tags of such agencies is by making an appointment. What you should do is prepare a list of a few relevant agencies and send them an inquiry. Don’t forget to ask for detailed information such as services, terms, and prices. 

7. Check the expertise

You’re almost there! The last and final thing to do is to check out the expertise of your top agencies. Research is key to helping you find the best tech recruiter for your organization. Look out for client testimonials, client list, and candidate testimonials. These are telling signs to help you decipher if the agency has the required expertise and experience to hire for your organization.  Was this article helpful? Let us know in the comments section below! Click here to collaborate with A Very Normal Company. We’ll help you find the candidates needed for any open IT, tech, and cybersecurity related opportunities.  

11 Oct

Posted at 09:19h in averynormal blog by
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As Gen Z youths are starting to infiltrate the job market, so are some of the biggest security threats your business will experience. You heard us correctly, younger generations, are the biggest security threat to your business. Especially Gen Z employees, who despite being the most technologically savvy generation are also dubbed the most ignorant.

Who are the Gen Z’s? 

Generation Z typically refers to the kids born between 1995-2010. They’re the generation right after the Millennials. This is the generation raised on smartphones and tablets, social media and the internet. Coincidentally, this is the reason why Gen Z individuals are true digital natives.

Difference between a Gen Z and a Millennial employee

The one major difference between a Gen Z and a Millennial employee is this; millennials witnessed the rise of technology and played a major role in developing it. Whilst Gen Z individuals had widespread access to technology from their early years. Gen Z’s comfort with both the internet and the digital world could be one of the reasons why they’re overconfident with digital safety. Think about it, the more comfortable you are in an environment, the less guarded you’ll be. Some terrible cybersecurity habits from Gen Z include:
    • 78% of Gen Z employees tend to reuse the same passwords across different online and social media accounts. Interestingly, only about 60% of Baby Boomer employees admit to password resume.
 
    • Only 44% of Gen Z employees understood what the term phishing means. However, 71% of Gen Z’s are confident that they will not fall for a phishing scam.
 
    • Gen Z prioritizes personalization over privacy. Compared to their Millennial counterparts, Gen Z individuals are more willing to share personal data with strangers online, for a more predictive experience. In short, Gen Z does not value personal online security as stringently as Millennial employees.
 
    • Poor social media hygiene. Thanks to this generation’s obsession with personalization, social media apps have devised methods to help personalize the consumer experience. Which means that Gen Z’s are more inclined to geotag images shared online. In the wrong hands, the metadata can be used by cybercriminals to track where you live - and wreak havoc on the devices both at home and your workplace. See: Internet of Things
 
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    • Inclusive generation. Perhaps too inclusive. To digital natives, there is no difference between the friends they meet online and the friends they made in the physical world. If they’re in it for the long run, attackers might be able to befriend a Gen Z employee online, to gain access to incriminating company details.
 

How to Prevent Cybersecurity Threats when Managing Gen Z Employees

Now that we understand how the youth operates. How do we help them prevent cybersecurity threats? Some ways you can do so include:
  • Education: One way to solve Gen Z’s ignorance towards cybersecurity is by educating them. Whether you choose to teach your newbie employees about the threats of connecting to unsecured wifi. Or the dangers of spilling confidential workplace information to strangers on the internet. Learn more about why cybersecurity should matter to HR personnel, too.
 
  • Encourage 2FA: As a self-described Gen Z employee, I didn’t know about the importance of two-factor authentication. I mean, who would want access to all the unfinished drafts and client requests in my Google Drive right? But 2FA is simply a second layer of security that makes it harder for an attacker to access your data. In fact, 2FA should be implemented no matter how strong your password is. Here are some worrying facts about traditional security: A. 90% of passwords can be cracked in under 6 hours B. Two-thirds of internet users use the same passwords everywhere C. Smart cyber attackers have the power to test billions of passwords  Learn more about how to better protect your password here.
 
  • Introduce Unique Best Practices: As an HR representative, it is up to you to create and introduce the best cybersecurity practices that best fit your employees. For instance, focus on the idea of “Digital Trust” when dealing with Gen Z employees. This is a generation that is more conscious of their actions over the internet. 72% of Gen Z worry that their online actions, such as their social media posts and online purchases will affect their job purchases.  Creative problems require creative solutions. Gen Z is a group that is obsessed with personalization. Maybe, you should give them personalized solutions as well. Learn more about the best cybersecurity practices every HR employee should know here. 
What are some unique ways of managing Gen Z employees and their lack of cybersecurity skills? Share them with us in the comments section below!