Why do Hackers Target Law Firms? – Here’s an Example
Over the years I think many firms have started to understand that and taken steps to improve their own security posture.
And then along comes a story like this.
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Police Auctioned Mobile Devices – Complete with Illegal Data!
Imagine, if you will an identity thief caught in the act by law enforcement. As part of the evidence collection, they find a mobile device with a whole bunch of stolen credit cards, driver’s licenses, and other data that was in the process of being used by said thief, to steal the identities of dozens of people.
That evidence sits in the property room until such a time as the law says it’s safe for the law enforcement agency to get rid of it, at which time the device is put up for auction.
You would think that before auctioning off these devices with illegally-gotten and dangerous information on them, the various agencies would have wiped them clean, no?
According to the University of Maryland, you’d be completely wrong.
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Shared Links (weekly) May 14, 2023
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A New Low For Hackers – Threatening to Disclose Patient Medical, Mental Health Records as Ransom for Payment– Makes sense. If the organization won’t pay the ransom maybe the patients have more incentive to do so. I expect this to start targeting gender-affirming and women’s health in the US soon, right?
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The decline of time-based law firms– “Lawyers’ billed hours constitute the inventory of law firms and the foundation of their profits. Legally trained AI will decimate those hours. What happens then?”
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Lonely at the Top: How to Help New People Managers Step Into Leadership
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Companies Are Hoarding Personal Data About You. Here’s How to Get Them to Delete It.
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Do You Know Why Employees Leave? Do You Know Why They Stay?
My point isn’t to toot my own horn. It’s to give you a concrete example of what a difference sitting and talking to your employees can make in terms of understanding what works for them, or doesn’t work for them in the workplace. A survey has a purpose, especially when you realize that meeting one on one with all of your employees doesn’t scale very far. If you really want to know what’s going on, though, don’t wait for someone to leave so you conduct an exit interview. A stay interview might prevent them from leaving in the first place.
And for god’s sake, conduct exit interviews too, and be willing to act on them. These people are telling you what went wrong, why wouldn’t you want to know that?
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Shared Links (weekly) May 7, 2023
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The new way of work – “It takes a different set of leadership and management skills to create the conditions for effective distributed work. But it’s incredibly powerful when you get it right.”
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Google Rolls Out Passkey Support, Signaling Major Shift in Online Security
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Lawyers and Cybersecurity: Security By Obscurity Is Not Security
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Chatbot Hallucinations Require Bloggers to Make Smart Use of AI
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Less Data #6: Explosion of new state consumer privacy laws compels deletion of unnecessary data
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When Bossware and Employee Data Privacy Laws Meet– Interesting look at how these two things are going to run head-first into each other.
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How to Convince Your Campus That MFA Is Worth the Effort– The same arguments can be made in the workplace and with your family and friends.
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Crafting Compelling Career Stories: Be Memorable In Your Interviews
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The 100+ People You Should Follow on LinkedIn– for job search advice and career information.
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DE&I is More Than Race and Gender – Neurodiversity in the Workplace
We have so many companies complaining about finding talent, and we also have a massively underemployed group who could be great at these jobs with some small accommodations. I’m no data scientist, but this seems like an opportunity. The article above lists some considerations that could make a huge difference and help you find and retain talented people who need someone to understand that their brains work differently.
This is what inclusion looks like too.
