ARTICLES

Social Engineers Target Service Staff

Customer service skills can be a handicap in the fight against fraud.
September 26, 2012
High-tech countermeasures do little to prevent a CU’s employees from succumbing to social engineering.
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Beware of Criminals Posing As 'Fellow Employees'

Impersonation is a favorite weapon in the social engineer’s arsenal.
May 9, 2012
Impersonators using this technique can persuade or manipulate employees into divulging sensitive corporate information.
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What You Don’t Know Really Can Hurt You

Social engineers wait for naïve, untrained staff to fall into their traps.
September 12, 2011
Without proper security awareness training, most front-line employees will be unaware of their surroundings and oblivious to social engineering.
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Don’t Ignore Threats From Behind the Firewall

More than half of internal data theft crimes are carried out by low- and mid-level staff.
August 16, 2011
CUs are more likely to experience data breaches originating from an internal threat rather than an external source.
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Black Hats, White Collars: Cybercriminals' Secrets Revealed

These crooks truly adopt the attitude of 'work smarter, not harder.'
October 11, 2010
We can all thank the film industry for permanently skewing our perception of computer hackers.
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Combat Social Engineering: Don’t Be the Weakest Link

Smart criminals go after the 'lowest hanging fruit.'
September 16, 2010
Social engineering tactics exploit the fundamentals of human nature.
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Great article! Unfortunately, most employees don’t feel valued or appreciated by their supervisors or employers. In fact, research has shown that the predominant reason team members quit their jobs is because they don’t feel valued. This is in spite of the fact that employee recognition programs have proliferated in the workplace – over 90% of all organizations in the U.S. has some form of employee recognition activities in place. But most employee recognition programs are viewed with skepticism and cynicism – because they aren’t viewed as being genuine in their communication of appreciation. Getting the “employee of the month” award, receiving a certificate of recognition, or a “Way to go, team!” email just don’t get the job done. How do you communicate authentic appreciation? We have found people have different ways that they want to be shown appreciation, and if you don’t communicate in the language of appreciation important to them, you essentially “miss the mark”. Additionally, employees need to receive recognition more than once a year at their performance review. Otherwise, they view the praise as “going through the motions”. A third component of authentic appreciation is that the communication has to be about them personally – not the department, not their group, but something they did. Finally, they have to believe that you mean what you say. How you treat them has to match the words you use. If you are not sure how your team members want to be shown appreciation, the Motivating By Appreciation Inventory (www.appreciationatwork.com/assess) will identify the language of appreciation and specific actions preferred by each employee. You then can create a group profile for your team, so everyone knows how to encourage one another. Remember, employees want to know that they are valued for what they contribute to the success of the organization. And communicating authentic appreciation in the ways they desire it can make the difference between keeping your quality team members or having a negative work environment that everyone wants to leave. Paul White, Ph.D., is the co-author of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman.

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