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  • Have you ever fantasized about being your own boss—cutting the chord to full-time employment to embrace the life of a contractor? If you follow through with such plans, you may find that taking the hired-gun route isn't always what it's cracked up to be, according to a recent survey from Deloitte. In fact, most of the contractors surveyed said they wouldn't choose to work independently in the future, and only a minority reported that they are very satisfied with the experience. Many of them miss the steady paycheck of a full-time job, as well as the other benefits of full-time work, such as health insurance, training and mentorship. They also find it difficult to understand and connect to a company's internal culture when working in the gig economy. The takeaway: Given that full-time employees are now enjoying more flexible arrangements at the office, there's less incentive to take the plunge as a contractor. "Today's workforce wants the ability to choose how they work—full-time or contract work," said Mike Preston, chief talent officer at Deloitte. "Regardless of what they choose, they crave a holistic experience that combines good compensation and benefits with a focus on well-being and career development." Nearly 4,000 professionals who work or have worked as independent contractors, along with those working full-time jobs, took part in the research.   

  • A majority of employees surveyed are open to leaving their current company, and a significant number are already looking for new work, according to a recent survey from Aon Hewitt. The resulting "2016 Workforce Mindset Study" reports that today's professionals feel empowered and ready to take control of their career. Most think of themselves as leaders, and many are very confident that they'll receive multiple promotions during the next five years. To stay on track, they seek regular goal-setting sessions with their managers, along with performance assessments that weigh qualitative measurements over quantitative. In exchange for delivering on expectations, these professionals want compensation that matches their contributions, along with a fun and flexible working environment. "With historically low levels of unemployment and somewhat stagnant wage gains, valuable talent is demanding increasingly more from employers," according to the report. "If employers expect to attract new employees while retaining critical talent, they must provide an experience that meets or exceeds employees' expectations and desires. Perhaps more importantly, they need to distinguish their experience from that of other employers." More than 2,000 U.S. employees took part in the research.

  • Work-related stress is a common ailment for most employees, according to a recent survey from Deloitte. The resulting report, "The Stress Study: Business Chemistry," reveals that a significant number of professionals said they are stressed out often or all the time. Project and task errors are the leading source of these issues, but long hours, office conflict and urgent deadlines also contribute greatly. Fortunately, the survey also includes the most popular coping mechanisms for dealing with stress on the job. Some employees like to tackle a stress-generating issue head-on, while others like to give it some thought taking any actions. Whatever works, you should come up with your own coping plan—because you may run the risk of career-threatening burnout if you don't. Stress "may be one of the most talked about workplace topics of our time," according to the report. "Enter 'workplace stress' into a search engine, and you'll find thousands and thousands of articles outlining what's stressful, why it's stressful, how to cope, and the consequences if we don't. Increasingly, stress at work is acknowledged as an engagement-sapper, a productivity-stealer and a dangerous health risk." More than 23,000 professionals took part in the research.

  • Whether a business is large or small, the likelihood is that it lacks the in-house IT security expertise needed to contend with cyber-threats on its own. A recent survey from security software-maker Kaspersky Lab indicates that a lack of security talent is not only handicapping companies in their efforts to contend with threats, it's also costing them a lot more money to discover and mitigate those threats. For its "IT Security Risks Special Report Series 2016" survey, Kaspersky polled almost 5,000 managers across a variety of industries and company sizes. It found that companies that feel comfortable with their IT security talent enjoy a huge advantage over those that are struggling on the staffing front. Veniamin Levtsov, vice president of enterprise business for Kaspersky, said security technology providers are affected by this because they are branching into helping clients develop and train in-house security talent, but that talent has to be part of a multipronged security strategy. "Sharing detailed research about attacks on other businesses, in the form of intelligence reports, is also necessary, along with actionable, machine-readable data about on-going threats," he added. "Solving the different challenges of threat prevention, detection, incident response and prediction requires a lot of flexibility and experience."

  • There are plenty of ways to ruin a résumé, but there are also many ways to make it shine. On the "bad" side, little more than one-third of applicants are actually qualified for the jobs they're seeking. Applicant tracking software—programs that read résumés—eliminate three-quarters of the unqualified applicants. During the human part of the review process, recruiters spend an average time of only 5 to 7 seconds looking at a résumé. The upshot: You have to make a quick—and positive—impression to get their attention. To provide guidelines, we're presenting the following six résumé killers and four résumé game-changers, as adapted from recent postings from Glassdoor. The tips cover everything from building substance to formatting and proofreading to coming up with objective statements. It's also key, experts advise, to create a résumé template that's flexible enough to customize for every job you seek. Potential employers will appreciate the fact that you went beyond a cookie-cutter approach and crafted a résumé that speaks to the requirements of the specific position.

  • When you interview for a job, you obviously want to stand out. But you should try to stand out by making a good impression on the hiring manager—not a bizarre one. The following real-life examples of outrageous job candidate gestures from CareerBuilder demonstrate that not everyone has gotten the memo about appropriate behavior during job interviews. In attention-grabbing antics that would put reality shows to shame, these potential hires have resorted to whacky costumes, over-the-top transportation accommodations and even shared food. Others enlisted the assistance of a "higher power," got too "up close and personal" with an interviewer and even attempted bribery. The lesson learned: Let your work accomplishments—not oddball gestures—help you land a job. "Candidates are realizing that an extraordinary cover letter and résumé with strong references aren't enough, that if you really want the gig, you have to stand out from the competition," said Rosemary Haefner, chief human resources officer for CareerBuilder. "Unfortunately, what many aren't realizing is that the catch is making sure you do that in a professional, respectful way." More than 2,365 hiring and HR managers took part in the research.   

  • Bootcamps and coding schools are fine for entry-level tech jobs, but a BA degree is necessary for a broader, deeper knowledge of software development and IT.

  • The shortage of workers in the cyber-security field is well-documented. What's more, study after study shows that the problem is growing worse. However, "Hacking the Skills Shortage," a recently released report from Intel Security, in partnership with the Center for Strategic and International Studies (CSIS), has found that the problem has reached crisis levels, and the potential fallout is enormous. A vast majority of respondents admitted that they are understaffed and overwhelmed, and they believe that an inability to address key cyber-security issues makes their organization a more desirable target for hacking. The survey—which tapped more than 775 IT decision-makers in Australia, France, Germany, Israel, Japan, Mexico, the United Kingdom and the United States—offers insights into the state of cyber-security. Chris Young, senior vice president and general manager of Intel Security Group stated: "The security industry has talked at length about how to address the storm of hacks and breaches, but government and the private sector haven't brought enough urgency to solving the cyber-security talent shortage. … We need to foster new education models, accelerate the availability of training opportunities, and we need to deliver deeper automation so that talent is put to its best use on the front line."