Monster and Military.com Release 2016 Veterans Talent Index

November 29th, 2016 | Posted by Alexa Magdalenski in Veterans - (Comments Off)

VEI Logo SizedOn Nov. 10, Monster Worldwide Inc. and Military.com released their 2016 Veterans Talent Index survey illustrating over five years of data from Veterans and employers on Veteran recruiting, hiring and retention. Here are some of our key takeaways from the Index:

For employers, understanding Veterans’ unique experiences and skill sets is critical in recruiting and retaining Veterans. Veteran job seekers should be able to confidently articulate their own skill sets and military experiences and take advantage of resources like military skill translators and job coaching to do so.

  • 78% of employers surveyed responded that Veteran skills are relevant to civilian careers; but 48% of employers want a better translation of military skills into jobs

Employers have an opportunity to promote new career paths based on emerging technologies and areas of need. Employers should find new ways to inspire Veterans to these focus areas. Employers also have an opportunity to create programs to support hired Veterans that will set them apart from other companies.

  • 39% of Veterans are trying to figure out what to do for their next career
  • 53% of Veterans are seeking organizations that are “Veteran-friendly”
  • 43% of employers have Veteran-specific mentoring programs in place, up from 26% in 2014

Veterans are utilizing digital platforms in their job searches more than ever. Employers should continue to use on online recruiting channels and leverage the online networks of nonprofits and other organizations to reach and engage new candidates.

  • 54% of Veterans surveyed have used Facebook on their mobile device to look for jobs
  • 42% of Veterans have used Military.com as a preferred resource

The growing role nonprofits serve as a pipeline to Veteran candidates for employers was another key theme in this years’ Talent Index. Veteran candidates are working with nonprofits more than ever, alongside with Veteran Support Organizations and government agencies, to find employment opportunities. For the NVTC Veterans Employment Initiative (VEI), this reflects a growing opportunity to bolster partnerships with more member companies to work together and fill critical positions with Veterans.

Here are some of the ways VEI is leveraging opportunities in the 2016 Veterans Talent Index:

  • Hosting Veteran Recruiting Days, VETWORKING events  and transition summits at local military bases and companies in the region:
    • These events not only connect Veterans with prospective employers, they also provide a setting for companies to meet with Veterans in an important mentoring and job coaching capacity. VEI has engaged NVTC member companies across the spectrum of its programming.
      • In the last three years, over 650 Veterans have attended VEI’s Recruiting Days.
  • Building strong partnerships across the private, government and academic sectors:
    • VEI continues to galvanize a strong network including NVTC member companies, regional universities, nonprofits, policymakers, Virginia Veteran organizations like Virginia Values Veterans (V3) and military bases in the National Capital region.
  • Creating student Veteran internship opportunities:
    • The VEI Scholars Program connects student Veterans from our region’s colleges and universities with meaningful work-based experiences at NVTC member companies. Companies can identify their skill set needs and be matched with a Veteran candidate who fits those needs.
  • Promoting novatechvets.org:
    • VEI’s novatechvets.org Veteran career site (operated by Monster and Military.com) currently hosts over 7,000 open jobs at NVTC member companies and has a database of over 950,000 Veteran resumes.
    • The site also has a military skills translator for Veterans to match their skills to civilian jobs and other educational resources.

Learn more about the VEI’s mission and programs here.

Click here to view the full Monster and Military.com 2016 Veterans Talent Index survey.

Share and Enjoy

  • Facebook
  • Twitter
  • Delicious
  • LinkedIn
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS

1021Capital Cybersecurity Summit Logo 3We continue to share content from our inaugural Capital Cybersecurity Summit that took place on Nov. 2-3, 2016 at The Ritz-Carlton, Tysons Corner.

The Summit’s engaging Force Multipliers to Future Cybersecurity Panel explored the Greater Washington Region’s unparalleled cybersecurity talent and the cyber workforce gaps that exist in the region. US Cyber Challenge National Director Karen Evans, MACH37 Managing Partner Rick Gordon, MITRE Innovation Area Lead for Cybersecurity Dr. George Roelke and In-Q-Tel Executive Vice President and Director of Cyber Reboot Teresa Shea participated in the panel. Virginia Tech’s Hume Center for National Security and Technology Director Dr. Charles Clancy moderated.

Dr. Clancy opened the discussion by asking panelists what they thought was the region’s biggest cybersecurity opportunity. All panelists agreed – the region’s cyber talent and expertise are unmatched anywhere. Gordon shared that because of its cyber talent, Greater Washington is at the “center of mass” when it comes to cyber innovation, is able to compete on a global level and offer high cyber investment returns.

Shea stressed that entrepreneurs are flocking to the region to join its cyber movement, driven by their passion to solve cyber problems. Shea also noted that the region has some of the top cyber thought leadership, which is helping to fuel cyber investment and recruitment in the region.

The conversation dove deeper into the region’s cyber hiring gaps and strategies needed to combat those gaps. Some key points from the discussion:

  • By 2020, there will be a 1.5 million shortfall of cybersecurity professionals in the U.S.; this cyber hiring gap requires new recruitment promotion tactics
  • New, customized cyber training and job pathways must be created; not all cyber professionals will have the same educational and professional backgrounds. As the business and communications sides of cyber evolve today, not all cyber positions are created the same
  • The opportunity for personal growth in the cyber field, especially in the Greater Washington region, is tremendous; a personalized approach to promoting different cyber career paths is required to recruit the best talent

Dr. Clancy asked panelists which new college cybersecurity courses they think should be required today. Here are their suggestions:

  • Reverse engineering coding
  • Technology for the liberal arts
  • Mandatory cybersecurity training
  • Experiential learning

In promoting the region’s unique cyber assets, especially its talent, the panelists agreed that a fundamental public relations shift is needed. No longer is cybersecurity in the region strictly entrenched in the federal government. Cyber providers in the region are solving a vast range of problems across the public and private sectors for global clients.

As illustrated by the panelists, cybersecurity culture is in its infancy, especially in the Greater Washington region, and its evolution will be extremely exciting to watch – and shape.

Force Multipliers 1 Force Multipliers 2

Check out the full Capital Cybersecurity Summit photo gallery

Share and Enjoy

  • Facebook
  • Twitter
  • Delicious
  • LinkedIn
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS

1021Capital Cybersecurity Summit Logo 3Throughout the coming weeks on the NVTC blog we’ll be sharing content from our inaugural Capital Cybersecurity Summit that took place on Nov. 2-3, 2016 at The Ritz-Carlton, Tysons Corner.

One of the Summit’s highlights was the Investment Capital for Cybersecurity Panel, which focused on how to raise sufficient capital to fund promising cyber technologies and applications. The discussion featured Crosslink Capital Venture Partner Matt Bigge, Bessemer Venture Partners Vice President Sunil James, Blackstone CISO Jay Leek and Paladin Founder and Managing Partner Michael Steed. Raymond James Managing Director and Co-Head of Technology & Services Stefan Jansen moderated.

Jansen’s opening question for the investor panelists, “What does it take for cybersecurity startups to matter?” brought to light two themes that emerged throughout the panel: (1) to attract and maintain investors, promising cyber businesses must be inherently committed to innovation; (2) the human capital side of cyber startups and the teams that drive them are as important as the technologies themselves for investors.

Steed shared that he looks to invest in cyber companies that are disruptive in the cyber space and filling a void that solves a distinct cyber problem. James noted that his organization looks for a vitality in startups – energy for innovation that inspires engagement in all ranks of the organization and is infectious.

Bigge noted that his most successful cybersecurity investments have been made in organizations with strong founding teams that are passionate about solving their customers’ problems. Leek agreed, stating that investing in a company’s management team is just as important as the technology itself. Leek encouraged promising cyber businesses to take a deeper look into the efficiency of their operations, a critical factor for investors.

Some of the other noteworthy investment factors panelists shared included:

  • The importance of a quality and diversified revenue base for cyber startups
  • Rising cyber businesses must be able to provide ROI for their products and services after their first year
  • Cyber startups should have the ability to pinpoint opportunities for expansion within their existing customer base

View the full video from the Investment Capital for Cybersecurity Panel below and stay tuned for more Capital Cybersecurity Summit content here on the NVTC blog!

Investment Capital for Cybersecurity Panel Video: 

Check out the Capital Cybersecurity Summit photo gallery!

Share and Enjoy

  • Facebook
  • Twitter
  • Delicious
  • LinkedIn
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS

leaseweb-logoThis NVTC guest blog post is written by Marc Burkels, manager of dedicated servers at LeaseWeb. LeaseWeb, an NVTC member company, is an Infrastructure-as-a-Service (IaaS) provider offering dedicated servers, CDN and cloud hosting on a global network. LeaseWeb recently exhibited at the Capital Cybersecurity Summit on Nov. 2-3, 2016.

Let’s say you want to become the new Facebook. Believe it or not, I regularly run into people who have this ambition. The number one question these new Mark Zuckerbergs ask me is which server they need.

It is always a challenge to convince them to not rush into anything. Instead, I have them sit down and tell me what they really want. Since many companies switch servers within a few months after buying and this is always time consuming (not to mention the costs), it is certainly worth your while to think well before you decide. What is the service you want to deliver? What is your workload? Does it involve large databases?

I always discuss the following 8 things to help people decide on the right hosting provider and hardware configuration of a dedicated server:

1. Business impact of downtime

What is the business impact of potential failure of your hosting environment? One of the first things to consider when selecting a dedicated server is how to deal with potential downtime. In a cloud environment, the setup of the cloud protects you against hardware failures. With a dedicated server, you know you are not sharing resources with anyone else. But since there is always a single point of failure in one server, you need to decide whether you are able to accept potential downtime – if you do not have the option to scale to multiple dedicated servers.

2. Scalability of your application

Scalability is another important issue when choosing a dedicated server. How well does your application scale? Is it easy to add more servers and will that increase the amount of end users you can service?

If it is easy for you to scale, it doesn’t matter whether you use a dedicated server or a virtual solution. However, some applications are difficult to scale to multiple devices. Making sure a database is running on multiple servers is a challenge since it needs to be synchronized over all database servers. It might even be easier to move the database to a server that has more processing capacity, RAM and storage. Moving to a cloud environment – where you can clone a server, have a copy running in production and can add a load balancer to redirect traffic to multiple servers – could also be a good option for you.

3. Performance requirements of your server

What are your performance requirements? How many users do you expect and how many servers do you potentially need? Several hardware choices influence server performance:

Processor/CPU

Generally , you can choose the amount of processors and cores in a server. It depends on the application you are running whether you will benefit from more cores (but any multi-threaded application will benefit from more cores, for instance web servers or database servers). Consider also the performance of the core defined in clock speed (MHz): some processors have a better turn-around time with less cores and more GHz per core. The advice on which processors and how many cores to choose will ideally come from someone who is managing the application or the vendor of the software. Of course, they need to also take into account the expected amount of users.

RAM

The faster the CPU and the more cores it has, the more RAM options are available to you. If you are unsure about your RAM needs, choose a server that allows you to add RAM if needed since this is relatively easy. The ranges of RAM choices, especially with double processors, are enormous.

The size of your server is important when choosing RAM, as is the latest technology. Current generation servers use DDR4-technology, which could have a positive effect on database performance. DDR4 is priced interestingly nowadays, since it is the standard.

Hard Drives

Choose a RAID set-up for your hard drives, so you are well protected against the failure of a single hard drive. Your system will still be up and running – with some performance loss – until the hard drive is replaced.

The larger the server, the more hard drive options you have. SATA drives stand for high volume but relatively low performance. SAS performs twice as well as SATA, but has a higher price and lower capacity. SAS has been succeeded by SSD, which is 50 to 100 times faster than SATA.

4. Load balancing across multiple dedicated servers

If your application can scale across multiple dedicated servers, a form of load balancing where end users are split across all available servers- is necessary. If you are running a website and traffic is rising, at some point you will need to use multiple web servers that serve a multitude of users for the same website. With a load balancing solution, every incoming request will be directed to a different server. Before doing this, the load balancer checks whether a server is up and running. If it is down, it redirects traffic to another server.

5. Predictability of bandwidth usage

The requirements in bandwidth naturally relate to the predictability of data traffic. If you are going to consume a lot of bandwidth but predictability is low, you could choose a package with your dedicated server that has a lot of data traffic included, or even unmetered billing. This is an easy way of knowing exactly how much you will be spending on the hosting of your dedicated server.

6. Network quality

As a customer, you can choose where a dedicated server is placed physically. It is important to consider the location of your end user. For instance, if your customers are in the APAC region, hosting in Europe might not be a sensible choice since data delivery will be slow. Data delivery also depends on the quality of the network of the hosting provider. To find out more about network quality, check a provider’s NOC (Network Operation Center) pages and test the network. Most hosting providers will allow you to do this.

7. Self-service and remote management

To which degree are you allowed to manage your server yourself? If you are running an application on a dedicated server, you probably have the technical skills and the knowledge to maintain the server. But do you have access to a remote management module? Most A-brand servers are equipped with remote management modules. Providers can allow you secure access to that module.

A remote management module can also help if you are in a transition from IT on premise to a hosted solution (perhaps even a private cloud solution). It can be an in-between step that will leave existing work structures intact and ease the transition for IT personnel, since they will still be able to manage their own software deployments and the customized installation of an operating system.

8. Knowledge partner

And last but definitely not least: make sure your hosting provider involves his engineers and specialists when trying to find a solution tailored to your needs. A true knowledge partner advises on best practices and different solutions. This may involve combining different products into a hybrid solution.

The above will probably give you a good idea of what to consider before renting a dedicated server. If you are looking for specific advice or need assistance, please feel free to contact the LeaseWeb team. They can help you find the solution that is right for you.

Share and Enjoy

  • Facebook
  • Twitter
  • Delicious
  • LinkedIn
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS