28 July 2016
This is part of a series of testimonials from candidates who have successfully been placed by The Execu|Search Group. This testimonial comes from Amy Slavitt; you can find our past testimonials here. When Amy Slavitt, a PR and Marketing specialist, partnered with The Execu|Search Group, she was ready to return to the corporate workforce after nearly 20 years. Unsure of where to start, she turned to Lisa Carver, a Managing Director within The Execu|Search Group’s Temporary division, for guidance. After only one interview, Amy was able to land her current role as a Project Manager within the marketing department for a manufacturing company. She had a positive experience, and was happy to speak with us about it… On her background… After graduating from Boston University with a degree in Mass Communication/Public Relations, I spent over 15 years working as a PR professional in the beauty and fashion world, with stints in professional marketing. I eventually took a step sideways to raise my family, where I also helped build two successful family-run businesses. On what she was looking for… With my kids getting older, I began thinking about the next step of my career. Instead of going back to what I had previously done, I was hoping to find something that would push me in a new direction and present different challenges. When I began working with Lisa, I was happy to learn that a temporary or contract position could be an excellent way to test the waters before making a longer-term commitment. On how TESG worked to meet her needs… I spoke with Lisa about my goals in terms of re-entering the workforce, and she took them into account along with my past experience to find the best fit for me. Lisa kept me updated throughout the process, and I was very grateful that she actively sought out positions that would allow me to try something new. On preparing for the interview… Since this was my first big corporate interview in over 20 years, Lisa was integral to my success. She helped take the mystery out of the interview process by arming me with information about the company and how to conduct myself. I felt confident throughout the entire interview, and I was quickly offered the job! On her overall experience… Although this is my first role as a temporary consultant, I am happy with my decision to pursue this type of career path. Due to Lisa’s ability to take a step back and listen, it only took one interview to find the right job for me! No one likes a long, drawn out process, and through their dedication to my needs, The Execu|Search Group made sure my experience was as seamless as possible. “When working with Amy, it was important that I fully understood her background and her needs before submitting her for any opportunities,” says Lisa. “It was an honor to work with someone who approached the process with the utmost professionalism. She always maintained a great attitude, was ready to interview at a moment’s notice, and represented herself as well as the firm in a positive light. She worked hard to achieve her goal, and I’m looking forward to working with her on any future endeavors.”
27 July 2016
When embarking on a job search, it’s common knowledge that a resume is usually a must-have. However, an impressive resume isn’t the only tool job seekers can use to their advantage, and in many scenarios, shouldn’t be the only one. While it’s often debated how long a hiring manager typically scans a resume, the general consensus is that it isn’t very long. So how else can you make a good first impression with that employer, a new addition to your network, or whomever you’re connecting with? Be sure to use these six tools, which every job searching professional should consider just as vital as their resume: A recruiter-friendly resume template. It’s not enough to just have a resume—since it’s considered a best practice to tailor your resume to almost every job you apply for, it’s important to have a generic template with your core skills and experience that you can easily arrange and mold to each submission. This base resume should be one that stands out to recruiters and is easily read in a mobile format, so they can review your qualifications from any device or location. A top-of-the-line LinkedIn presence. According to Jobvite, 94% of recruiters use LinkedIn to source and vet candidates, yet only 36% of job seekers are active on the site. If you fall into the majority of professionals who don’t utilize this powerful resource, what are you waiting for? Every job seeker should have a complete and professional LinkedIn profile, and this profile should be linked to on your resume and in your email signature, so it is easily accessible to all relevant parties. To help your connections see that you can back up your credentials with expertise and interest in your field, it’s also important to join and participate in groups, share updates, and utilize LinkedIn’s publishing tool. A blog, website, or online portfolio. Another great way to showcase your work and your involvement in the industry is to create an online portfolio, website, or blog. Just be sure to follow blogging best practices, as blogging can hurt your job search as easily as it can help it if you make any unprofessional blunders. An elevator pitch. Whether you’re attending a career fair or an interview, having an elevator pitch prepared is always helpful to your job search. It can be used when making new connections at a networking event, or when an interviewer uses the almost inevitable “tell me about yourself” tactic. Your pitch should last 30-60 seconds, and encompass who you are, as well as your abilities and experience. When reciting it, be sure to sound as natural as possible. Business cards. Whether you’re currently employed or not, having a personal business card is a great way to ensure those you’re networking with remember you and have a means of contacting you later. Pick a simple and professional layout, and make sure you include all of your contact information, as well as a link to your website and/or LinkedIn profile. Leaving one of these with a hiring manager or the latest addition to your network is sure to solidify a great first impression. A positive, prepared attitude. Last, but certainly not least, is a positive outlook! While a job search can be stressful and frustrating at times, keeping a sense of optimism, showing your personality, and being prepared (and open to) opportunities that may come your way is essential to success.
26 July 2016
Despite popular belief, millennials aren’t the only ones “job-hopping” anymore. While this generation of professionals still has the greatest amount of job-hoppers, a recent article on CNN Money stated that Generation Xers and older generations are leaving their established jobs more frequently as well. In the constantly evolving job market, you may find yourself among the growing number of professionals searching for new opportunities after a shorter period of time. However, regardless of your tenure and/or experience with your current organization, you want to leave your current job on a respectful and gracious note, something that will require you to tie up any loose ends. In order to help the transition process run as efficiently as possible for you and your current team, consider completing the following: Archive important documents Once your time at your current job is officially done, you won’t be able to access any of the emails, documents, or other files that existed on your company email address or work server. Because of this, you’ll want to set up some time for yourself to save anything you may need for the future. Most importantly, you’ll want to make sure your colleagues have access to any projects or accounts you maintained throughout the course of your time with the company so that they can use it for any future assignments. Some things you may want to look out for are: Former presentations or projects — If you apply for jobs again in the future, you may need to present a portfolio of your previous work. If your current company’s policy permits this, make sure to go through your folders and save any presentations, brochures, or project plans you created during your time with your current company. On the other hand, if you’re leaving behind projects that are unfinished and will be taken over by someone on your team, make sure you send them every document, password, request and instruction you received so they have every tool necessary to complete the task at hand. That way, they’ll have a full understanding of what still needs to be done once you’re gone. Performance Reviews — Check to see if your company grants access to past performance reviews and, from there, see if you would be allowed to save them for use in the future. The information in your performance reviews can ultimately serve as an ideal studying tool for future interviews, so having that information at your disposal could be vital. Emails — Within your emails could be passwords to vital information or other important documents such as paystubs and insurance documents, so be sure to take those with you as you will more than likely need them for the future. If there are emails that could be useful for colleagues regarding any accounts or projects you oversaw, it’s you ensure they have access to them before you go. Outline the transition for your team Regardless of how much work you are responsible for in your current job, you will want to figure out how each and every one of your responsibilities will be managed once you leave. During the time you meet with your supervisor to discuss next steps, be sure to bring in an outline of how you plan to help the transition of your current duties to someone entering your role or to other members of your team. Discussing a new job opportunity with your supervisor is never an easy conversation, but it could potentially go better than anticipated if you come prepared to assist in the transition process. Leave and exchange contact information Before you go, make sure you thank everyone on your team for the experience you had working with them. As you do this, be sure to exchange contact information so that you’ll be able to stay in touch in the future. Whether or not you maintain regular contact throughout the rest of your career, you want to be sure that you aren’t only interested in reaching out to them, but that you’re also open to them contacting you in the future as well. Since all of you likely have a deep understanding of how you all work within a team, you are invaluable to one another as potential references. And who knows? You may find yourselves working together in the future, so it’s always a best practice to maintain as much contact as possible!
25 July 2016
When was the last time you were caught off guard during an interview by a question you couldn’t answer? If it’s been a while, you may want to brace yourself. An increasing number of companies are relying more on unconventional interview questions to weed out prospective candidates when trying to find the right fit. Employers ask “out of the box” questions to better gauge aspects of a candidate’s personality, problem-solving skills, or how they handle themselves under stressful situations. Therefore, it’s important that administrative professionals understand the importance of preparation for all types of interview questions. Jamie Wells, an Associate with The Execu|Search Group’s Office Support & Human Resources divisions, often coaches candidates on the best ways to approach answering “out of the box” questions during interviews. “Whether you are a seasoned professional, or just starting out in your administrative career, you should always be prepared for questions that don’t fit the regular script,” says Jamie. To ensure you aren’t stumped the next time you’re asked a tricky interview question, consider the following examples of questions that are meant to catch you off guard: Can you explain how a tennis ball feels? At first glance, this question could throw some candidates off as it doesn’t seem to address anything related to the job. However, after taking some time to first internalize the question, you should quickly realize that there’s no one correct way to explain how a tennis ball feels. In fact, interviewers will typically ask subjective questions like these to observe how prospective candidates think on their feet. “Although this question might seem unrelated to your skills or experience, how you respond can highlight certain professional strengths the interviewer is looking for in their next hire,” says Jamie. For example, a strong response could emphasize your attention to detail or level of creativity—two important skills to possess as an administrative professional. In addition, you can demonstrate strong communication skills based your ability to clearly and concisely articulate your description. How many ceiling tiles are there in this building? If it’s your first time stepping foot into the building, how could an interviewer expect you to answer this question correctly? “Before you respond, give yourself some time to think about what the interviewer is trying to learn about you as a potential employee,” stresses Jamie. “Too often when a candidate is asked tricky questions like these, they sit quietly for a few minutes and just guess.” Operating in fast-paced environments, thinking on your feet, and making quick decisions are qualities that a strong administrative professional should possess, so an interviewer may use these questions to see how you think under pressure. Whether your answer is correct or not, your interviewer will take notice of your analytical skills and ability to make an educated guess given little information. Where do you see yourself in the next 5 years? A question like this will not only help your interviewer assess your career goals, but it will also help them see if your plan involves working with their company in the future. While it can be tempting to go above and beyond in your response to impress the interviewer, it’s important that your answer depicts you as a strong candidate for today and growth opportunities. “Administrative professionals make the mistake of presenting lofty goals, which may not align with what the interviewer is looking to get out of their next new hire over the next 5 years,” highlights Jamie. “Simply stating you’d like to be in an environment where you’re valued and have the opportunity to proactively learn will show the interviewer that you’re most interested in building your professional skills with the right employer.” If your employer values their employees and encourages professional growth, a good response to this question will go a long way in increasing your odds of being hired! Throughout the interview process, emphasizing your personality, drive, and communication skills will be essential to depicting yourself as a strong administrative professional. The more you practice answering tricky interview questions, the more prepared you will be the next time an interviewer tries to catch you off guard.
22 July 2016
There are many difficult questions on job applications, but possibly few are trickier than the inevitable “May we contact this employer?” While there are plenty of reasons why a candidate may not want their supervisor to be contacted, most professionals don’t want their current employer to know that they are interviewing elsewhere. Those who have been previously laid off— an already difficult topic to address — or had a bad experience at the company may even prefer to avoid contact with particular past employers at all costs. In the end, the choice is difficult either way: should you put “no” and look like you have something to hide, or answer “yes” and risk a poor reference or an unpleasant surprise for your current employer? It depends on whether the employer in question is from the past or present. Former Employers: If you prefer that a potential supervisor not contact one of your past employers, answering “no” without some sort of explanation can certainly raise some red flags. The answer may make them suspicious that you’re wary of a poor reference and that you could be hiding something, or in an extreme case, that you may never have worked at that company at all. But what about those unfortunate situations in which past employers may still feel some resentment towards a hard-working employee who left for a new opportunity? Here’s what you shouldn’t do in either case: answering “no” without an explanation; or faking/altering your resume in any way. If there is room on the application for a brief explanation, such as your past employer having a no-reference policy or that your manager no longer works at the company, be sure to include it. If there isn’t, try to include a short explanation in your cover letter or thank you note to the hiring manager. Whatever you do, never include misleading information on your resume. For instance, leaving a large time period blank to avoid mentioning a certain employer, may lead the hiring manager to question what you did during that time you supposedly weren’t working. Should they investigate this easily verifiable information and find out you’ve lied, it could cost you more than just the job; it can hurt your professional reputation and potentially close future doors. If you’re worried about conflicts with a past employer causing some problems, a more preferable option would be to provide the basic Human Resources phone number rather than a personal number or the extension of your specific supervisor. Current Employers: For those who simply prefer to keep their job search quiet from their current employer until they’ve secured a position, the answer is much less complex. Most recruiters and interviewers understand that job searches can be confidential and often won’t contact your current employer until they clear it with you first. So answering “no” to this question isn’t uncommon or unacceptable. In fact, if you do grant them permission, they may still double check with you beforehand as a precaution. An acceptable answer, should this be the case, is “certainly—providing I’m one of the top candidates for the position.” Remember, defamation is illegal, and in most cases employers will adhere to the questions they are legally allowed to ask. Likewise, many organizations have their own reputation to maintain, and unprofessionally bashing a former employee is a great way to sully it. In most cases, answering “yes” will be the safest bet. But should you be wary of your past performance or of a sour past employer, make sure to tread carefully and use one of the above tips to answer this delicate question.
21 July 2016
As a technology professional, you know the importance of keeping your skills up-to-date with evolving industry trends. While that may be easier said than done, those who take the initiative to develop their technical skillset will find themselves at a great competitive advantage to those who have become complacent in their roles. From Big Data to Mobile App Development, there are a lot of places to start, but there is one skill in particular that can put you in a league of your own: Microservices. “In today’s digital age, every company utilizes technology in some way,” explains Bryant Vargas, a Director within The Execu|Search Group’s Information Technology division. “As a result, organizations from all different industries, ranging from accounting/finance to retail/e-commerce, are investing in new platforms and software. They need the technical expertise to not only support these initiatives, but also ensure the business can move forward as the technology advances. Ultimately, this is the reason why the demand for professionals with experience in Microservices has reached unprecedented levels.” While the Microservices architectural style is an approach that has been present for the past decade, it’s become more widely adapted in recent years due to reputable organizations such as Netflix and Amazon successfully implementing this logic. “While many companies are still weighted towards monolithic applications, the integration of new technology is requiring many of them to reevaluate the way they deliver their services,” notes Bryant. “In sum, Microservices is a more efficient, scalable, and flexible architectural style. It allows an organization to build their application as a suite of services rather than one monolithic code—essentially making it easier to change and maintain.” To deconstruct their monolithic platform and rewrite it as a set of Microservices, these organizations need the help of experienced architects and front-end and back-end developers. The only problem? There is a major shortage of professionals who possess this skillset. “Since the transition to this architecture style is an emerging trend, the demand for these candidates certainly outweighs supply,” explains Bryant. “That’s why those who acquire these skills can create a powerful advantage for themselves. It’s an area of specialization that will be in demand for the foreseeable future, and those who can master it now will position themselves for some very lucrative opportunities.” To help you take advantage of this hiring trend, here are 3 ways to get acquainted with Microservices: Temp Assignments/Side Projects: If you are an experienced developer or architect, there are plenty of opportunities to gain exposure to Microservices through short-term assignments or projects. As you will be working with team members who are already well versed in this logic, experience is not necessary to land one of these positions. As an added bonus, these assignments are very flexible in nature, so you can work as many hours as your schedule permits. Online Tutorials + Training Manuals: Learning a new architectural style takes time and effort, and online tutorials and training manuals can serve as a great resource. Most tutorials and online courses cover the basics, including how to build, test, integrate, maintain, secure, and scale up Microservices, so it’s worth investing in one of these programs. Doing so, also shows prospective employers that you took the initiative to learn a new skill on your own—something that will give them confidence in your ability to adapt to quickly changing business needs and ensure the company stays up-to-date with evolving tech trends. Your Local Tech Community: One of the advantages of working in a major tech hub is that you have access to a wide network of like-minded professionals. “One of the best ways to learn about emerging trends and connect with industry-related leaders is to participate in your local tech community,” advises Bryant. “For example, you can search for groups that are relevant to Microservices on a site like meetup.com to learn about any upcoming events or networking opportunities.”
20 July 2016
Not so long ago, the concept of “job hopping” was frowned upon. If you moved on from your job too quickly, you would risk being labeled as a flighty employee, and this would be a red flag for potential future employers. Not only could a history of job hopping point to a disloyal and untrustworthy employee, but it could also be a sign of a contentious person who doesn’t work well with others. Because of these depictions, employers have been wary of hiring a job hopper for fear that they will leave abruptly—making the investment of hiring and training a new employee impractical. However, with each new graduating class, the definition of a job hopper seems to morph, and the stigma around the concept loosens its hold. A new study released by LinkedIn suggests that the culture around “job-hopping” is changing, as employees entering the workforce are continuously holding more and more jobs in their first five years post-graduation. While those who graduated between 1986 and 1990 only held 1.60 jobs in their first five years after college, this number has steadily increased to 2.85 in the first five years for those who graduated between 2006 and 2010. This continuous increase suggests that the shift in attitude around job hopping appears to be generational, and the idea is becoming more acceptable. Additionally, millennials are adopting the mindset that they will hold several jobs in their first years out of college, and the job market is currently in their favor to do so. However, even though millennials occupy the largest segment of the workforce, there are still millions of baby boomers and gen Xers working who do not hold this newfound view of job hoppers. So, what’s behind the popularity of job hopping? Here’s what millennials think: Regarding Professional Development… Professional development is among the top concerns for millennials, as it is very important to them to continue learning in order to make meaningful contributions through their work. This generation expects to be able to expand their skill set and scope of responsibility in time—earning trust and authority through a job well done. If they feel as though they’ve hit a ceiling and stopped gaining knowledge on the job, they’ll find a new opportunity that will allow them to gain some new skills. Regarding Compensation… Saddled with student loan debt, millennials are concerned about their financial future. In order to make payments and still save for family or retirement, they are looking for ways to move into the next pay bracket faster. When they’re already facing financial distress right out of college, changing jobs every few years might allow them to achieve a higher raise than they would in their current role. Even though this isn’t typically their primary motivation, many millennials simply can’t afford not to seek a raise. Regarding Growth Opportunities… Along the same lines of professional development and compensation, millennials want to keep moving up in their career as they are ready to do so, rather than when management is ready to promote them. Once they feel they’ve mastered their current job responsibilities, they want to see a path forward. If they don’t see a way to move up in the near future, they’ll likely find a way up elsewhere. Regarding Flexibility… Along with financial concerns, millennials are also concerned about maintaining a healthy work-life balance. As dual income households become more and more common, millennials rely less on their partners to take care of home responsibilities, instead relying on their employers to understand their need for a more balanced approach to their work. This doesn’t necessarily mean working less, but it means moving away from a 9-5 office environment. With more job responsibilities being conducted online, millennials want the option of working from home or during off-peak hours, even if only on an as-needed basis. When many companies are adopting policies like paid family leave, millennials know that if their current employer doesn’t offer flexible policies that work for them, someone else will.
19 July 2016
Since your resume can hold so much weight in the hiring process, it can be tempting to bulk it up with buzzwords where they actually aren’t necessary. While you may think they sound impressive, in reality, they ultimately say nothing about your professional experience. Additionally, many of these words have been used so often that they’re now a cliché—making your resume less likely to stand out to hiring managers. To catch their attention, be sure you’re focusing on clear actions and accomplishments, and steer clear of these buzzwords: “Responsible for” See also: Oversaw, Supervised These words describe a passive role in a company instead of an active one. Rather than placing emphasis on your job description with these phrases, change the wording to stress results you actually produced on the job. In order to clearly state what you accomplished, you can simply replace the passive phrase with a more aggressive verb that points to a clear result. This places the focus on the benefit the company received from your actions as opposed to a simple task that you may have been directed to do. “Results-Driven” See also: Track Record, Detail-Oriented The common denominator in all of these words is that if you actually possess these qualities, you would be able to prove it. Rather than saying that you are “results-driven,” substantiate that claim with actual results that you’ve achieved. Similarly, a track record would imply that you indeed kept a “record,” so it would be preferred to provide details of that record, such as the number of new clients you’ve brought into the business. Additionally, there are other ways to prove that you’re detail-oriented, including tailoring your resume to the job posting or adding details about the position in your cover letter. “Highly Qualified” See also: Seasoned, Successfully Keep in mind that a hiring manager is reading your resume to assess your qualifications, and for each new job application, your level of qualification may vary. As a result, avoid words like “highly qualified,” and allow the reader to judge that for themselves. If you are a contender for the position, your experience and education will speak for you. Along the same lines, using the word “successfully” to describe an achievement can be redundant. Since an unsuccessful venture would not warrant any space on your resume, the hiring manager can assume that you were successful. “Innovative” See also: Dynamic, Synergy Even with evidence to back up these claims, these terms can be too subjective to actually mean anything substantial. Consider the word “innovative,” for instance. An idea or initiative that may seem groundbreaking to one person may actually be considered out-of-date or a standard practice to another. As a result, it’s better to describe your part in the idea or the results of the project instead of using vague words such as “synergy” or “dynamic.” “Go-getter” See Also: Motivated, Passionate While these buzzwords are the easiest to avoid, they’re often the most overused. As a result, skim your resume to identify any qualities such as “motivation” that can be easily communicated through your work, and remove them. For example, if you have volunteer experience in your field, you’ve already proven that you are passionate and dedicated to your work.
15 July 2016
There is no doubt that the global rise of technology has created an incredible demand for IT professionals. “Over time, changing business needs can dictate what skills are most critical to the success of an organization,” says Erica St-Pierre, Managing Director of The Execu|Search Group’s Information Technology division. “While this often varies by industry, we’ve begun seeing an incredible need for cybersecurity professionals across the board.” In fact, cybersecurity is poised to become a $170 billion global market by 2020— 121% increase from 2015, according to MarketsandMarkets. According to Erica, this uptick in demand can be attributed in part to continued high profile hacks. “When cyberattacks make national headlines, organizations will react by investing in their own security,” she says. “They’re concerned that their company may be at risk of a similar hacking attempt, and they are seeking the help of Cybersecurity Engineers, Network Vulnerability Engineers, and Ethical Hackers to ensure that their data is protected.” These cybersecurity concerns are so great that President Obama has even stepped in through several initiatives like Improving Critical Infrastructure Cybersecurity in an attempt to spur industry growth and keep the public and private sectors safe from malicious hackers. “If you have an interest in building your career around these skills, the outcome can be professionally and financially rewarding,” says Erica. “For job seekers looking to benefit from this high demand, it’s important to pay close attention to current events, as they can have an effect on the number of available positions.” For example, cybersecurity professionals can expect to see a rise in demand for their expertise when the following factors are in the news cycle: Politics: When politics rise to the forefront of the news cycle, tensions arise from every side of the argument. As soon as inflammatory statements or controversial decisions make headlines, irate hackers can act maliciously toward the opposing political group, or even the media. “From internal campaign communications to election committees to news groups, cyberattacks pose a major threat,” says Erica. “That’s why those with the skill set to handle such challenges during this election year may find themselves in a unique position to diversify their experience.” Company Hacks: The accelerated rise of technology over the last 20 years has created a gap between the capabilities of hackers and the ability for companies to keep up with them. In fact, cybersecurity firm, EY, recently found that 88% of global organizations don’t feel confident in their ability to defend their valuable information against an outside threat—something that has become an even greater concern as these threats have become more public. “When news breaks of major company hacks, such as Target, Sony or LinkedIn, a panic sets in among executives who are ill-prepared for a similar event,” notes Erica. “The negative media coverage and loss of profits create a tangible threat to businesses that once viewed cybersecurity as an abstract risk or inefficient use of resources.” Once they realize that they cannot combat such an attack, many executives make the decision to invest in IT resources. Mergers, Acquisitions & IPOs: The need to guard sensitive information on a daily basis becomes especially critical when a merger, acquisition, or IPO is on the table. Although executives often concern themselves with logistics and contracts in such an important business decision, they often forget that these same contracts, logistics, and financial information are being shared between several parties. All of this vulnerable information being accessible at a pivotal time for an organization can lead to a hazardous cyberattack. For example, Telstra’s acquisition of Pacnet is just one case where the company being acquired was a victim of a cyberattack mere weeks before the contracts were signed. Telstra only learned of the attack, which allowed infiltrators full access to Pacnet emails and systems, after the deal was closed. Situations such as this result in a financial loss of the parent company, including lost clients and a drop in stock prices. “Once again,” says Erica, “this bottom line result can get the attention of other executives planning to make any of these moves. In order to protect their business, they will be proactive throughout the process by hiring security professionals upfront.” From these high profile examples, it is clear that this trend spans across industries, which gives IT professionals the opportunity for variety in their work—especially as a consultant. Erica also noted that there are opportunities outside of contract consulting. “Many larger companies are developing long-term security divisions, and there are new security firms looking for top IT professionals to join them,” she says. “Both of these are excellent opportunities.” Regardless of these trends, Erica comes back to the larger perspective at hand. “No matter what’s in the news, there is a continuous increase in available positions.” Erica recommends that any IT professionals interested in pursuing this growing number of opportunities should address any skills gaps they may have. “And when these hacking stories do appear in the headlines,” Erica advises, “job seekers should take note and look for new cybersecurity opportunities that may emerge as a result.”