Name: 3 ways to attract (and retain) top candidates
Author: ALC Training

In many industries, valuable candidates are in high demand. That is, companies want workers with both the right skill sets and personalities.

Many employers, whether in small businesses or larger organisations, are likely going to find it difficult to hire and retain staff. So what can be done? There are several approaches, which include offering training in frameworks like PRINCE2, putting remote working in place and focusing on the health of staff.

Doing so can make the workplace more attractive, and subsequently easier for employers to hire and retain candidates with the right skills and mind sets.

Put incentives in place

People love rewards, and this is something that translates well to the work environment, regardless of position. Offering bonuses for completing extra milestones can be a great way to incentivise staff success, whether monetary or something else entirely.

Companies want workers with both the right skill sets and personalities.

Inc explained that covering an additional percentage of health insurance premiums for staff that pass a set of biometric markers is also useful, for example having lower blood pressure or blood sugar. This leads on to our next point.

Focus on health

In this day and age, little else is as important as health for most people – and it's something that translates well in the workplace. While helping out with insurance premiums is a good step, companies can take this further by subsidising gym memberships and even running health programs.

A recent Roy Morgan Research study found that the nation's health is continuously improving, with the Australian Wellness Index reaching a new high in March of this year. However, while the organisation noted that work was still required to address mental health issues, businesses can play a crucial role in this trend.

"These latest results highlight the continuing need for national, targeted responses to address mental health issues. Australian women aged 18 to 24 have suffered the greatest decline in their psychological health since 2007," said Roy Morgan Research CEO Michele Levine.

Understanding the health of workers prior to embarking on such endeavours could lead to better long-term health.

Consider working-from-home initiatives

Finally, in a move that many businesses are starting to invest in, consider working from home. As the name implies, this means allowing staff to carry out their normal tasks from either home or another location entirely. It's an idea that can mean great things for the business, as staff will be able to avoid lengthy commutes on days they're not required in the office, and also work from where they're actually needed.

For example, if a member of the team has a meeting in a distant city, they're able to work from a nearby cafe without losing time.

Caution is needed, however, as staff will need to be kept in the loop while outside of the main office. This means managers will need to start thinking about the usefulness of video communications and virtual meetings to keep the team on the same page.

Keeping remote staff in the loop is critical.

Skilled and engaged employees are key to the success of a company, and employers cannot afford to let this aspect of business slip. With competition running high for skilled talent, now is the time to work on attracting and retaining staff members.

As explained above, it's important to start thinking about the best ways to attract and retain staff – and training can be an excellent option.

Allowing your team the opportunity to get up to speed with IT security training, for example, will help to ensure they're engaged at work.

Human resources (HR), the critical department in charge of bringing new staff on board and training them in the right skill sets, has certainly been no stranger to the influx of technology in the workplace.

In a very short space of time, the proliferation of the internet and easier data management has made recruitment and the subsequent training and management easier and more effective. These changes in the HR sphere continue, and will keep developing over the next few years.

For anyone involved in HR, whether as a leader in the space or simply a manager in a small business, it's important to understand the major changes. In turn, this can enable them to make better hiring decisions and subsequently retain employees.

HR goes mobile

In a study from KPMG, the organisation found that 69 per cent of HR executives (in the three years to 2012) have increased the use of mobile or web-based platforms. These apps primarily saw use as a way for employees to handle their own HR services, whether payroll or performance evaluations.

KPMG explained that while expensive, these new technologies have undeniable advantages. They allow HR to move away from more mundane tasks and start focusing on strategic services, and also benefit training thanks to a more demonstrative approach.

The new technologies were also found to play a crucial role in developing a stronger culture within the business, something that in turn has the potential to lead to new hires.

"New technologies are playing an important role in how we connect people in the organisation and how we create a culture that is a medium for people," said Global Human resources Director, National Grid, Mike Westcott.

"We are exploring how we use the technology to create a company brand that is attractive to people joining it."

Taking to social media

On a similar level to the mobile push is the one into social media – platforms such as LinkedIn, Facebook and Twitter. According to the annual social media recruitment survey from CareerBuilder (conducted by Harris Poll), a substantial 35 per cent of employers said they were less likely to interview candidates if they couldn't find information about them online.

What's more, 52 per cent of employers actually use social networking sites during the the recruitment process, as a way of finding out more about candidates. This is a substantial step up from the 39 per cent in 2013.

Rosemary Haefner, chief human resources officer at CareerBuilder, noted that researching candidates on social media and other online sources has now transformed from an emerging trend to a staple of recruitment practices carried out online. She also offered advice for those looking for jobs.

"Jobseekers should make their professional persona visible online."

"In a competitive job market, recruiters are looking for all the information they can find that might help them make decisions. Rather than go off the grid, jobseekers should make their professional persona visible online, and ensure any information that could dissuade prospective employers is made private or removed," she explained.

Technology will continue to play an important role in HR, and most other areas of the business for the foreseeable future. The benefits of new online platforms make them hard for leaders to ignore.

When choosing to work for a particular organisation, a candidate is now far more likely to consider the other advantages of the employer aside from solely remuneration. Training in project management, is likely to offer more value than a larger paycheck.

In nearly every sector in Australia, from agriculture through to hygiene distribution, the cloud offers easier data management, greater IT security and storage scalability on a nearly unlimited scale.

Given these distinct advantages, it should really come as no surprise to hear that a substantial cloud push is coming in Australia. Businesses in the aforementioned sectors cannot afford to stand idly by while this technology grows and should seize the opportunity to utilise the new systems.

But how can companies do so without causing disruption to operations? Powerful certifications such as ITIL can make cloud implementation an easier undertaking.

Australia's cloud push

Through to 2018, the Australian cloud services market is primed to soar from $1.23 billion in 2013 through to $4.55 billion by 2018. This forecast comes from a report released by Frost & Sullivan, which claims the demand for cloud services Down Under is "being thrust by the increasing use of data intensive applications". In turn, this requires cloud applications in the back end to store and then analyse the information.

A substantial cloud push is coming in Australia.

It's not just Australian organisations that will push spending – the government ICT sector will also see spending increase by 2018. In fact, International Data Corporation (IDC) claims spending will reach $6.2 billion this year, with a 1.7 per cent five-year compound annual growth rate.

"Although overall ICT budgets are tight, Australian government organisations need to take advantage of the long-term benefits and cost-saving opportunities offered by cloud and mobility for their organisations," said Bonnie Li, an IDC market analyst.

"Understanding how these technologies can support cost savings through process change, transformation road maps and education across the organisation is critical."

This rings true for every business – not solely government organisations. Cloud technologies can offer uniform benefits for all types of company. For example, a distribution business can run telematics applications from the cloud, so all branches and drivers can store and access information from anywhere it's required.

In another example, retail chains can store near-limitless amounts of data, accessing it later to derive useful and relevant information.

With such a large cloud push comes expansion of the underlying infrastructure, too. IDC noted in another report that the worldwide cloud IT infrastructure market grew by 14.4 per cent in the fourth quarter of 2014 as data centres continued to expand.

"The transition to cloud-oriented infrastructure and data platform architectures within enterprises' datacentres continues to accelerate […]," said Vice President of Datacentre and Cloud research at IDC Richard Villars.

Opportunity for businesses

It's easy to see how uniform cloud technologies can benefit businesses of all sizes and sectors, from small retail stores through to corporate giants. With the infrastructure continuing to proliferate, there's certainly no better time to seize the opportunity and start taking advantage of these capable new technologies.

Firstly, a word of caution. Businesses can find significant difficulties when rushing head first into the adoption of new technologies, even with something as simple as the cloud. So what's the best way to prepare? By training staff to both utilise the new technologies effectively and managing the transition.

Starting with the former, training staff in an IT framework is one of the best ways to prepare them for the changeover. ITIL teaches best practice when it comes to IT – for example enabling business change, managing risk in line with the needs of the company and helping with continual improvement.

Other frameworks can provide additional benefits for the business in other ways. PRINCE2, for example, is a project management framework that could prove invaluable when attempting to utilise the cloud, as staff will understand how to effectively run the transition project.

It's clear that with cloud technologies primed for such significant growth in the not-too-distant future, preparation is necessary now.

To get your staff on the same page and at the right skill level through capable frameworks, speak to ALC Training today!

Generations change, and whether leaders like it or not they have to think about adapting their companies to younger workforces.

With the millennial generation now entering Australian business in full force, it's time to start adapting. So what can companies do to fully take advantage of a younger generation with new ideas and expectations? It starts with a better understanding – and appropriate training.

Tomorrow's leaders

Companies will need to make significant changes to both attract and retain the future workforce, according to a new study from Deloitte. The fourth annual Millennial Survey, released earlier this year, surveyed 7,800 future leaders from 29 countries.

Businesses can offer training programs to prepare staff for more important roles.

A substantial 75 per cent of these millennials believe businesses are focused on their own agendas, rather than helping to improve society. In addition to this, just 28 per cent believe their current place of employment is making full use of their skills. Meanwhile, a significant 53 per cent stated they want to become leaders or senior executives at their current place of employment.

What does this say about millennials? For one, businesses will need to do far more to keep them engaged and satisfied – something that seems unnecessary after dealing with other generations.

"The message is clear: when looking at their career goals, today's millennials are just as interested in how a business develops its people and its contribution to society as they are in its products and profits," said CEO of Deloitte Global Barry Salzberg.

What can companies do?

Firstly, a culture adjustment may be in order. As Deloitte explained, millennials place far more emphasis on the impact a business has on society – rather than furthering the the goals of the company itself.

For organisations to bring millennials on board, it's going to be necessary to further outreach programs and demonstrate this to candidates. Of course, this isn't the only course of action that can prove useful. Given that this younger generation desires leadership, businesses can offer training programs to prepare staff for more important roles.

PRINCE2 training, for example, is a great way of giving staff a strong project management tool set. With this course they'll learn best practices in project management – how to ensure every event from internal marketing initiatives to major seminars go according to plan.

Overall, it's clear that a rethink is in order – regardless of how big the company is. With millennials now entering the workforce, failing to appropriately cater for the new generation could leave companies without an influx of new staff.

Businesses need to understand how to cater for a younger workforce.

In the age of digital business, it’s easier than ever to give staff a greater degree of freedom.

Thanks to faster and more reliable internet, a bevvy of capable mobile devices, and powerful communications software, staff are able to work from nearly any location. As a result of removing staff from the office environment, companies can then take out smaller office spaces and reduce operating costs. What’s more, any training can be scheduled remotely.

In this new age of remote working, however, it’s important that you understand the best ways to manage staff working from home or on the road. Here are five tips.

1) Keep the lines of communication open

Having staff work remotely means you’ll be unable to walk over and ask them a question or pass along a comment, so it pays to put strong communication practices in place. A voice over internet and instant messaging tool, such as Skype, Zoom or Slack, should be required for all members of the team to allow quick and easy conversations.

2) Include remote staff in impromptu meetings

Remote workers can often feel isolated from the rest of the organisation. Do not exclude staff from conversations. If there is a discussion and you think ‘Simon’ should be involved, bring them into the meeting by contacting them through your video chat client.

3) Take advantage of the cloud

Ignoring the buzzword status, cloud technologies offer real benefits over more traditional alternatives. How so? Well, you’re able to set up a central location online for all business files, so staff can log in and access documents without needing to use email.

4) Adopt a digital culture

Culture is a pain point for many companies – and it needs to be even more of a focus when remote workers are involved. It can be hard to maintain a culture even when all staff are in the same building, so extra work is required to keep everyone engaged.

Try weekly video conferences to get everyone on the same page, or perhaps company outings after work to get staff interacting in person. Find ways to bring your remote team face-to-face every 6 or 12 months for team meetings, this helps build stronger relationships between remote and in-office staff.

5) Make time for one-on-one meetings

There are many benefits to virtual meetings with your remote staff. Weekly one-on-one or group video meetings are a great opportunity to discuss issues and brainstorm ideas.

Whichever channel you use to communicate with your staff remotely, keep one of those channels open so you are always accessible to your team.

Collaboration tools for remote staff

• Slack is a group-messaging platform that enables real-time communications between local and remote employees.
• Trello is a project management tool that keeps the project team updated on each assigned task. Trello helps track tasks and overall project progress using movable cards.
• Zoom is a screen-sharing/video-conferencing tool that promotes face-to-face meetings with remote teams.
• DropBox is a file share management system, which makes resources easily available to remote teams.

To learn more about taking your business into the 21st Century, with a variety of proven frameworks for staff, it pays to speak to the experts. Get in touch with ALC Training today.

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In the age of digital business, it's easier than ever to give staff a greater degree of freedom.

In this new age of remote working, however, it's important that you understand the best ways to manage staff working from home or on the road. Here are three tips.

1) Keep the lines of communication open

Having staff work remotely means you'll be unable to walk over and ask them a question or pass along a comment, so it pays to put strong communication practices in place. A voice over internet tool should be required for all members of the team, along with an instant messaging client that allows quick and easy conversation.

2) Take advantage of the cloud

Ignoring the buzzword status, cloud technologies offer real benefits over more traditional alternatives. How so? Well, you're able to set up a central location online for all business files, so staff can log in and access documents without needing to use email.

3) Adopt a digital culture

Try weekly video conferences to get everyone on the same page, or perhaps company outings after work to get staff interacting in person. For workers in other parts of the country, occasional in-person visits could prove useful.

To learn more about taking your business into the 21st Century, with a variety of proven frameworks for staff, it pays to speak to the experts. Get in touch with ALC Training today.

Managing a project, whether it's a large trade show or an internal company project, can be daunting for even experienced professionals. In most cases, projects mean controlling budgets, staff and strict timelines.

To help out, we've assembled three useful project management tips – for those just starting out with projects and more experienced individuals.

1) Get everyone on board

Our first tip is one of the more obvious ones, but it really needs to be considered. On any project, gather the team for a presentation at outset to speak to them about the project and why it's important. CIO explained that this is a great way to get everyone "fired up".

The organisation also noted that it's necessary to try and facilitate remote staff through the use of video conferencing and other tools.

2) Communicate with every level

Depending on the size of the project, chances are leaders will have to work with individuals from all levels of the organisation. In turn, this means strong communication will be key as every person will need to be engaged in a slightly different way.

Take the time to understand who is actually working on a project, as this could also end up saving time. For example, some workers might be better off with quick project briefs, whereas others may require more in-depth explanations.

3) Manage expectations

It's tough to predict how a project will play out when just getting started, but for those reporting to stakeholders it's vital to manage expectations about deadlines and budgets. This means relaying time frames and objectives to the team, and they should be kept updated to avoid confusion.

Aside from our above tips, what else can you do to ensure your projects go according to plan? One of the best options is training in a framework such as PRINCE2. This is a methodology that teaches participants how to best manage projects by teaching a number of approaches.

For example, teaching why emphasis on dividing the project into manageable stages is important, and applying flexibility at a level that's appropriate to the project.

Over 6,000 staff from Tiens Group in China were recently treated to a paid vacation in France, courtesy of their company as a way of celebrating the 20th anniversary of the organisation.

It's certainly one way of boosting employee engagement in the business, but what are the options for companies that can't afford to send their teams on luxurious holidays?

Here are three ways businesses can start to boost employee engagement.

Provide them with training

This is one of the best ways to keep staff engaged, and it's also a method that will yield other benefits for the company. Providing training, in the form of a framework like ITIL or even something more specific to the organisation, means staff will feel valued as the business is taking an interest in their development.

As a bonus, the company will also have access to more highly trained staff.

Allow them to innovate

Every employee likely has something to bring to the table, whether it's a new way of running their team or perhaps a better day to day work schedule for themselves. One employee, for example, might want to start later and work later to avoid traffic.

Allowing staff to innovate, bringing their unique ideas to the table, will offer a similar benefit to our first point – they'll feel like they're making meaningful contributions and having a say in the ongoing development of the business.

Develop a great culture

This is the hardest step, and it's one that won't come easy for businesses. However, it's something that can develop naturally over time if considerations like the above are put into play. Offering training and allowing staff to innovate are just two factors in a great company culture, and will help to create an atmosphere staff want to work in.

Boosting employee engagement doesn't have to be a difficult task, and companies only need to work at it to keep staff happy, loyal and productive.

Speak to ALC Training if you'd like to learn more about how our courses can play an important role in this.

Of all the terms employers are expected to learn in order to run a business, work-life balance is one of the most important.

This is the balance between paid work and activities outside the office, and it needs to be maintained correctly to keep staff happy. Why? Happy staff are the key to a successful company, as they're often engaged with their work and always willing to go the extra mile. Too much work could mean they're put off, and subsequently at risk of becoming disengaged.

As such, it's important for leaders and employers to do their part in maintaining a good work-life balance for employees.

Compounding the need for work-life balance is the fact that jobseekers rank it above most other aspects of employment, according to a report from Hudson earlier this year. The 'Hiring Report: The State of Hiring in Australia 2015' surveyed 3,000 professionals and hiring managers, and noted that Australian jobseekers place work-life balance higher than salary, career progression and job title.

"No longer just a buzz term or the domain of the working mum, work-life balance is now fundamental to all Australian professionals and will be firmly on the agenda as we move throughout 2015," explained Hudson Executive General Manager Dean Davidson.

So what can be done to avoid work-life balance issues, and ensure staff remain engaged with the company?

Employers may want to consider the benefits of offsite staff training in ITIL, for example, as a way of breaking up the monotony of a position. This means providing useful and engaging training for employees.

In addition to this, a project management course could also be a useful way to boost engagement. Training also has the added benefit of showing staff they're valued and worth investing in.

Work-life balance should be a top priority for businesses this year, especially if they hope to retain staff and keep them engaged.

Few other industries experience the rapid fluctuations of technology, and one look at the major headlines on a tech website is enough to tell you this.

The Internet of Things (IoT), hardware progress in wearables and ongoing security issues are all prominent, and will certainly continue to develop this year. Given the impact these trends can have, it's important for businesses to understand them.

Below, we'll take a look at three major technology developments this year – and what they will mean for businesses in terms of factors such as IT security.

The changing device market

Desktop PCs have slowly started to decrease in workplace usage in recent years, as companies opt for more portable computing solutions like tablets and laptops. This isn't altogether surprising, as portable computers have started to become just as powerful as their static counterparts.

Gartner says that this year, large businesses will likely move IT budgets around, shifting funding away from new PC procurement. Instead of buying new PC hardware, they'll extend the lifetimes of existing devices and focus on other IT developments. This isn't the case with small companies, however.

"While we expect large organisations to cut their PC unit purchases by 20 per cent during 2015, due to price rises, small businesses will behave like value-driven consumers and look to purchase consumer PCs instead," said Ranjit Atwal, research director at Gartner.

Continued IoT development

Among all the IT buzzwords, the IoT is one of the most famous. Business leaders may whisper in hushed tones about the benefits of having hundreds of 'things' in the company connected together and generating useful data – and there is certainly truth to this.

There's essentially limitless storage from anywhere with the cloud.

The IoT does mean a network of connected 'things', devices or objects that aren't usually connected. An easy example is an elevator in a building. If the elevator is able to independently report back to a central computer when the motor is about to die, then maintenance staff can carry out preventative repairs. This can be applied to nearly any object in a business.

New data from ABI Research states that the revenues from these connected and automated systems will proliferate at a combined annual growth rate of 21 per cent through to 2020. North America will lead the charge here, followed by Europe and then Asia Pacific.

Growth in cloud security

There can be no discussion of buzzwords without mentioning the cloud – the IT trend with seemingly infinite possibilities. The truth is a little more realistic, involving effortless storage expansion, without the need for businesses to purchase expensive hardware or software. Essentially, a company can make a phone call to increase how much storage they have access to.

Security is a lingering concern with cloud technology development – even though it's likely to be unfounded in most cases. As businesses have started to shift to the cloud, there's an air of uncertainty around just how secure these online systems are.

New data from Infonetics Research claims that the cloud security market grew in 2014 to be worth US$7.2 billion worldwide, a significant step up from the $6.3 billion last year.

Security is a lingering concern with cloud technology

"Our long-term outlook for the already very large cloud and customer premises equipment managed security services market, especially for cloud services, is quite strong," said Jeff Wilson, research director for cybersecurity technology at Infonetics Research.

With numerous tech trends at play this year, businesses may want to consider where they stand with regards to these new developments. Training staff in an IT framework such as ITIL is a good starting point, as it means they'll better understand these new technologies and how to deal with them in a business context. It essentially arms staff with the tools they need to better handle the changing IT space.

If you're interested in finding out more about ITIL and what it can do for your business, get in touch with ALC Training today!

Anyone involved in the running of a business or working in IT will be aware of the term 'data breach' – this is when your sensitive company information, usually stored digitally, is exposed to an unwelcome third party.

Following this event, there are often significant consequences including financial reimbursement of customers who had data exposed, costly security system fixes and potentially lasting reputation damage.

Breaches certainly aren't slowing down

Businesses really need to be aware of the costs – financial or otherwise – that can stem from a breach, in order to better understand why security is so important.

The costs and causes of a breach

We looked briefly at the consequences of a data breach above, but how do they most commonly occur? According to the Cost of Data Breach Study, conducted by the Ponemon Institute and sponsored by IBM, malicious and criminal attacks are the leading root cause.

In most cases, this means malicious third parties seeking to steal information from the company or simply cause damage. This is the clear cause of the Sony Pictures breach at the end of 2014 – the motivation appeared to be centred around the release of a controversial film.

In other instances, attackers may be after data they can sell, like what happened with the health insurance provider Anthem earlier this year. ZDNet explained that around 80 million customers were impacted in a breach that exposed personal information of clients and employees. ZDNet also noted that the reparation costs could be in excess of US$100 million.

It's important to note that not all data breaches will be so expensive, but the costs will often scale up with the amount of data exposed. For example, if the data of 100 customers was exposed, the company might have to reimburse them for damages. It's easy to see how this could add up, and breaches certainly aren't slowing down.

"Throughout the world, companies are finding that data breaches have become as common as a cold but far more expensive to treat," Ponemon explained.

What can companies do to combat breaches, aside from security systems and ongoing audits?

Prevention through training

Not every company has access to the vast financial resources necessary for security systems, but there's another solution that's both easy to get started with and simple to maintain – comprehensive IT security training.

With a course provided from ALC Training in a leading security framework, staff will be able to better understand what causes a breach and put more effective measures in place to prevent one from occurring.

Get in touch with ALC Training today if you'd like to learn more about leading security and IT frameworks.

Is your business ready for a data breach?

With staff the lifeblood of a business, onboarding is the critical injection to get them set up in a company, working productively, meeting targets and getting along with coworkers.

For many employers, however, onboarding is likely just a buzzword. To ensure that staff remain with a business for the long haul, contributing value and not causing costly rehires, it's time to start understanding and utilising correct onboarding processes, and thinking about the benefits of training.

Why onboarding is so important

According to Impact Instruction Group, in their 'Onboarding Trends' report, almost 33 per cent of new hires within a company start looking for a new job within their first six months of tenure. A report by Allied found that a massive 23 per cent of new hires leave before their first anniversary with a company.

It's time to start understanding and utilising correct onboarding processes

Why? Well, it's likely going to boil down to one or two key motivators, all of which lead back to the onboarding process.

For example, a new staff member might find they're not actually doing the job they signed up for, whether it's extra tasks they need to complete or perhaps a monthly trip they weren't aware of. In another instance, they could find they've been assigned to a different department, working under a different boss than they interviewed with.

In every instance, these are issues that can be cleared up during onboarding, and employers will likely find they're not altogether difficult to address.

Certainly, by taking the time to create effective onboarding processes, the company will find recruitment an easier undertaking, with staff remaining on board.

Could bad hiring processes lead to staff quitting?

What employers need to know

So what's the key to effective onboarding? Well, as with most business issues, there are a range of possible solutions. Recently, Huffington Post sought to shed light on a few, which have been outlined below. For companies without strong onboarding processes in place, these make a good starting point.

Make sure employees know what the job entails: This is likely to be one of the bigger deciding factors in why employees leave, especially if they find they're doing tasks they don't enjoy.
Acclimate employees: The toughest part of starting a new job is often the first day, so employers need to ensure that new staff are introduced to their coworkers, shown around the building and generally acclimated to the workplace.
Check in with staff: Instead of plopping employees down at their desk and rushing back to respond to emails for the rest of the day, continually check in with them and ask if they need any help.

The role of training

While often not suitable immediately after starting a new position, employers may like to consider the value of providing training in a framework for staff members. By offering them the chance to take part in an IT security course, for example, they'll both feel valued (as you're investing in them) and the business also benefits from the skilled employee.

Feel free to get in touch with ALC Training if you'd like to learn more about the training courses we offer.

3 ways to attract (and retain) top candidates

Technology and the changing HR sphere

Australia’s big cloud push: What do you need to know?

Focusing on millennials

5 tips for managing remote workers

Collaboration tools for remote staff

3 tips for managing remote workers

3 tips for successful project management

Three ways to boost engagement

How important is work-life balance?

3 tech trends to be aware of this year

What could a data breach cost your business?

Onboarding: A breakdown for employers