As technology continues to advance, so do the threats against businesses and the programs that help support their success. From DDOS attacks that shut down traffic to your website, suspending potential revenue, to malware that can infiltrate your data storage systems and steal sensitive information, your business could potentially be exposed to several kinds of security risks.

A comprehensive cybersecurity strategy will look different for every business, but most include investing time and resources into the following areas:

• User privileges: Not every employee needs access to every area of data at your business. Administrators are necessary to be able to give employees the correct access to the network servers and programs they need to do their job while safeguarding other information to prevent data leaks.
• Incident monitoring and planning: If the worst should happen, does your IT team have a plan? If a data breach is uncovered, do you know how to react and minimize damage?
• User training: Many businesses like to say “security is everyone’s job” and this is often true. Training and education is a key component to keep information secure. Employees need to know when to contact IT or flag a suspicious email, as well as understand password best practices.
• Mobile worker management: Mobile and remote workers are usually working off their home or coffee shop Wi-Fi, which isn’t going to be as safe as the network at your office. It’s important that VPN and other precautions are in place for a remote workforce to be able to work efficiently and not put business information at risk.
• Malware prevention: This usually includes having the right anti-malware programs in place to be able to identify malicious software and alert IT teams to a potential threat.

It’s never been more important to protect your organizational, client, and customer data. Having the most effective cybersecurity strategy requires hiring the right people. We can help you fill the security gaps on your team with smart, knowledgeable, experienced cybersecurity employees. Contact our team now to find the expertise you need for your business.

The post Evolving IT in 2019: Cybersecurity appeared first on Open Systems Inc..

Technical Recruiting Experience

OSI has over 20 years of experience providing information technology staffing solutions and services to mid to large-size companies throughout the United States. With a focused specialty in recruiting top talent in information technology and engineering disciplines, OSI can find you the experienced technical talent that is ready to take their next career step.

OSI Return on Investment

For employers that partner with OSI for engineering, information technology or military/veteran staffing services we can provide you with the talent your organization needs to:

• Shorten your search
• Increase operational efficiency
• Meet project deadlines
• Take on new challenges and prepare for growth
• Maximize your bottom line
• Staff augmentation for upgrades, deployment, and migrations

Technical Screening

OSI’s technical recruiting experts are experienced in technical screening, candidate sourcing, and behavioral interviewing techniques. With OSI, there is a proven, 5-Step Recruitment Process that is used to find top talent faster. OSI recruiters focus on providing candidates who match your technical requirements and fit seamlessly into your company culture.

For more than two decades, OSI has been a staffing leader for developing and employing the latest technology and hiring and recruitment methodologies.

OSI’s Breadth of Services

At OSI, we are more than a technical staffing agency. We provide workforce solutions powered by MSP and VMS offerings. Our expertise, developed over 20 years of experience in talent and workforce management, enables us to provide custom MSP/VMS workforce solutions.

OSI – Delivers the Best Technical Talent

At OSI, we transform the way your organization operates by quickly acquiring the talent your business needs. Our experienced recruiters have years of experience and a vast network of active candidates, we find motivated and experienced technical talent in:

• Engineers (Military and Non-Military)
• IT Professionals
• Technicians
• Scientific Professionals

Connect with OSI Today, For Better Recruitment Tomorrow!

When OSI manages your technical recruitment, you can focus on the business needs that help your company grow. Are you ready to learn how OSI can help your company hire better talent faster? Then reach out to one of our experienced recruiters.

The post Why Open Systems is the Right Choice For Your Hiring Needs appeared first on Open Systems Inc..

There are three important considerations as you’re researching a career as a Data Scientist, they are:

1. What is the role?
2. What is the career path?
3. Is it lucrative?

Let’s explore these three questions and discover if this is a career roadmap that is right for you.

What is the Role of a Data Scientist?

Data Scientists turn clean, raw data into actionable insights. They accomplish this by applying statistics, machine learning and analytic approaches to solve critical business problems.

Data Scientists contribute to data mining architectures, modeling standards, reporting and data analysis methodologies. Their ability to collaborate with stakeholders to integrate big data results into existing business systems and scenarios is a critical component of their role.

What is the Career Path of a Data Scientist?

Data Scientist often start out as a Junior-level Data Scientist, then they move up the organizational chart, to either a Senior Data Scientist or a Chief Data Scientist.

To become a Data Scientist you need strong verbal and written communications skills, and the ability to explain complex technical concepts to non-technical leaders. As a Data Scientist, you collaborate with stakeholders and make recommendations on how to use the data to better serve the organizational goals and solve problems.

Is it Lucrative Being a Data Scientist?

According to Glassdoor’s 2018 Best Jobs in America report, the median base salary of a Data Scientist is $110,000.

Considering the organizational structure of where a Data Scientist is placed, it can be a very lucrative career because they are typically mid-level management.  Data Scientist can be promoted to Senior-level Data Scientists and Chief Data Scientists.

Data Scientists are hired by organizations that work with Big Data, typically in large, enterprise organizations, as well as research and governmental institutions.

Moving Forward

Data Scientist careers are in high demand, the best way to find the right Data Scientist position that fits your career level, industry and work/life preferences is to work with the professional recruiters at Open Systems.

At Open Systems, we know how to leverage your experience and skills and can quickly find the best Data Scientist job opportunity that works for you. Contact us today to learn more.

The post What is a Data Scientist? appeared first on Open Systems Inc..

Continuous Engineering Recruitment

One of the main differences of using an engineering recruitment agency compared to using your company’s internal human resources or corporate recruiters is professional engineering recruiters like Open Systems are continually identifying and cultivating new engineering career talent.

Our engineer recruiters are an integrated part of professional, industry and trade organizations where we meet talent at all career levels for all types of engineers, such as electrical, applications, software, network, civil and manufacturing.

For internal human resources or corporate recruiters, the recruitment process doesn’t begin until positions and budgets are approved. This is a significant disadvantage because it delays the candidate identification process by several weeks.

Recruiters are Ready When You Are

By already having a qualified and varied applicant database, engineering recruiters can quickly move to the qualifying stage of matching engineer candidates to your company’s specific job description in just a matter of days.

Internal hiring processes typically take two months or longer for high-demand fields like engineering. Often, by the time the interview process is ready to start, the candidates have been placed elsewhere. In a competitive career like engineering, immediacy is critical.

Efficiency in Hiring Engineering Candidate

Professional engineering staffing firms like Open Systems have proven recruitment processes that ensure the most efficient use of your hiring manager’s time. Here’s an example of Open Systems’ recruiting process.

This five-step best practice recruiting process all happens BEFORE each candidate is submitted for requisition:

• Skill evaluation
• Reference checks
• Right to represent from the candidate
• Negotiate rate
• Social profile verification

Moving Forward

Recruiting and hiring for technical positions, like engineering, can be a challenging task, especially in today’s competitive job market. One of the best strategies is to align your company with professional recruiters that are an integral part of the engineering profession.

At Open Systems, our senior engineering recruiters are involved participants in the engineering communities. Contact our engineering recruiters today!

The post Why Use a Staffing Agency for Engineering Hires? appeared first on Open Systems Inc..

Strategies to Prepare Your Staff for Temp Employees

Notify Your Staff Ahead of Time

When adding temporary employees to the roster, it is critical to notify permanent staff ahead of time. Notification can be in the form of a memo, an all-hands meeting, or an email. Make sure to lay out the reasoning behind the addition of temporary employees and provide your staff with a timeline for their arrival and departure. Also, explain what business areas temp employees will be supporting within your organization.

Talk to Your Project Teams to Get Their Input

Once you have notified your staff about the addition of temp employees, it is now time to build these employees into your organization. Assign temp employees to your project teams. Speak with the receiving project teams directly to provide them with information on how the temp employees will support them. Also, ask for input from your project teams on their thoughts regarding the role of temp employees on current tasks. Furthermore, share with your project teams the backgrounds of assigned temp employees and show them where the skills of the temp employees can be helpful.

Designate Supervisors for Temp Employees

Once temp employees are placed, designate some of your staff to serve as supervisors. Share with your supervisors what the expectations are for your temp employees. Items such as working hours and specific deliverables must be clearly outlined. Also, let your supervisors know who to reach out to should there be an issue with the work product or behavior of your temp employees.

Reassure Staff that Their Jobs Are Safe

When temp employees come on board, it can make staff feel threatened. With this in mind, it’s best to assure your staff that the arrival of temp employees is not a threat. Assure your staff that their jobs or positions within your organization are safe. This helps eliminate unnecessary fear and worry allowing your staff to be more welcoming to temp employees.

Moving Forward

Temporary staffing can be a great support to any business. However, the potential exists for disruption to existing staff if they are not prepared for the arrival of temp employees. It is best to plan for the arrival of temp employees by notifying your staff ahead of time. Specifically, define the roles and functions of temp employees in your organization. Also, make sure to let your staff know that these new temp employees are just that, temporary, and not a threat to their jobs.

At Open Systems, we are experts in temporary staffing. Want to learn more about the possibilities of temp staffing for your organization? Contact Open Systems today!

The post How to Prepare Your Staff for Temp Employees appeared first on Open Systems Inc..

How Do Employers Feel About Inconsistent Employment?

Hiring is part of doing business. Searching for new talent takes a significant amount of time and money. This investment usually does not pay off until after the first year when the new employee has had the opportunity to learn the ropes in their position and become as productive as they can possibly be. With this in mind, employers will try to make the most practical decision when it comes to extending an employment offer. When employers see a history of rapid job changes on a candidate’s resume, they see an increased risk of the same thing happening at their company.

You Are Always on the Lookout for a Higher Salary

If an employer feels you are only interested in your bottom line, they fear you’ll be whisked away as soon as the next highest bidder comes along. With such a tight employment market, there will always be employers who poach and offer higher compensation, but a history of making repeated hops every time a bigger check comes will raise red flags.

You Can’t Commit

Employers want employees who can commit. They want workers who believe in their work and are willing to stay even when things get challenging. Also, with markets as highly competitive as they are, a non-committed employee may be more likely to take sensitive company information with them and use it elsewhere. While NDAs offer employers some protection, most cases are hard to win in court and by that point, the damage is already done.

You May Have Issues Getting Along With Others

Candidates that have changed jobs frequently can make employers wonder about their ability to work with others. Hiring managers fear candidates who possibly have interpersonal relationship issues coming into their company and causing havoc with negative attitudes. This is due to the fact that unprofessional behavior can cost considerable time and produce many headaches.

Ways for a Candidate to Negate Inconsistent Employment Experience

Above All, Be Positive 

During an interview, display appropriate body language and tone. Remain positive and always be professional. This will prevent employer’s minds from wondering toward possible negative reasons for your inconsistent employment.

Highlight Your Experience and Unique Skills

Turn your inconsistent employment into an asset. Play up the fact that having the experience of numerous employers and situations has given you the opportunity to learn and grow. Talk about the platforms and skills you have been exposed to.

Don’t Badmouth Past Employers or Co-Workers

When interviewing it’s best not to badmouth past employers or co-workers. Don’t tell stories of how colleagues or former supervisors wronged you.

Moving Forward

While inconsistent employment is becoming the norm in some industries, some still see it in a negative light. When employers see inconsistent work experience, it may give them pause before making an offer. The best way to avoid these misconceptions is to remain positive when interviewing and be professional. If you need help presenting your experience in the best light, consult a professional recruiter. They can help you craft your message to show employers how you can be a valuable asset for their organization.

The post What Inconsistent Employment Looks Like to an Employer appeared first on Open Systems Inc..