lol It is annoying when you make sense.
But, from my limited experience dealing with contingency recruiters at the first stage a software picks my resume because of key words. At second stage a resume/CV monkey does a quick look to see if there are red flags. Third stage, the actual recruiter looks at it.
I think the risk of the e-mail being a red flag at stage two is the only thing that concerns me with the non-traditional domain names.
As for allowing ex-employees to use the e-mail system… that is just asking for lawsuit. It is like in relationships - once the dating is over, "let's just be friends" rarely works out. Someone always gets hurt. P
I do not know.
I own several domains and used to own some companies. I still would want to separation.
My point, which is actually reflected in your comments about owning domains, is that, as an investigator, I wouldn't want to make assumptions about the user simply because their professional e-mail address is the same address that they use on a resume, CV or job application. I certainly wouldn't want to jump to any conclusions regarding their sense of professional ethics unless I were certain of my facts.
For example, although this is probably not as common today as it was in the past, I have worked with companies which allowed terminated employees to use corporate e-mail and other services in search of new jobs as part of a re-employment assistance program. I still see this practice in the non-profit sector.
As a head hunter, if you were looking for an entry level position, what would you look for from a recent graduate? I am graduating from a Cyber security program with a concentration in cyber-crime investigations and forensics. I did an internship with Siemens doing imaging and analysis in their auditing office. I am also doing an internship with a health insurance provider in their information security department. I am studying to get my security+ and A+ certification and am going to take the test towards the end of July. What would you say about someone with all of this. I have been told that I will not find any forensics position if I do not know how to program so I took c++ and am taking python next semester.
Please provide insight into what might be missing so that when I graduate in December I could at least graduate with an offer.
I have been told that I will not find any forensics position if I do not know how to program so I took c++ and am taking python next semester.
I would disagree with this. Its not an absolute requirement for a forensics position to be a programmer in my opinion. Does it help? Sure. But so does having a background in Network Administration or Web Hosting or Accounting or Security Architecture or Law or Policing….
AI have been told that I will not find any forensics position if I do not know how to program so I took c++ and am taking python next semester.
Please provide insight into what might be missing so that when I graduate in December I could at least graduate with an offer.
Speaking as a hiring manager, being able to do things like perl scripting and the like are going to be worth bonus points, but it's not a requirement and it's certainly not going to bar me from hiring someone.
The core skill set that I need in a forensics examiner is, oddly enough, the ability to do digital forensics on the common operating systems and file systems. A solid understanding of enterprise level networking is also a critical skill since most of the machines are connected to a network in some fashion. This doesn't mean that I require people to be a CCIE, but you need to know networking basics like how TCP/IP works, basic network administration skills, etc
Thank you all for commenting. I really do appreciate it. I wanted some input from people who are already in the field.
One more question. If you saw someone with a certification such as the CFE certification and another without, would you hire the one with the certification.
I was thinking about putting all of the money up front and taking the training course they provide once I graduate. Once I have all of these things, I will go for my Master's in forensics or information security.
From what you have read, be honest, would I be considered a good candidate?
You're getting into the certs vs no certs argument now. There are valid points on both sides, which you can read other places (there have certainly been lots of discussions on here in the past).
At the end of the day, yes, certs might help you get the initial look in with a recruiter or hiring manager. But its all going to count for nothing if you get to the interview and cannot answer the questions being put to you. As Eric said aspects like knowledge of filesystems and being able to communicate that knowledge well will probably serve you better in an interview than three letters written on a piece of paper.
One more question. If you saw someone with a certification such as the CFE certification and another without, would you hire the one with the certification.
I don't require someone be a certified digital forensic examiner to come to work for me, but I do require an industry standard certification after I bring you on board. I want to be able to say that some third party decided that each of my team has the minimum skill set necessary to do the job. If you already have a decent certification or two that means I don't have to spend the money to get you certified, but it's certainly not a deal breaker if you don't have a certification.
I'm much more interested if you can do the actual job that I need to have done.
What are some questions you would ask a potential employee at an interview regarding forensics?
Sorry I am being so out there with this discussion but I want to make sure I get all the sides of the cube.