Cyber attacks, SaaS, SOA and your business

Over the last month or so Estonia (a small Baltic nation) has been under attack, not a traditional military attack but a cyber attack. The NY Times provides a good run down (via Kim Cameron) of what has been going on.

When Estonian authorities began removing a bronze statue of a World War II-era Soviet soldier from a park in this bustling Baltic seaport last month, they expected violent street protests by Estonians of Russian descent.

They also knew from experience that if there are fights on the street, there are going to be fights on the Internet, said Hillar Aarelaid, the director of Estonia’s Computer Emergency Response Team. After all, for people here the Internet is almost as vital as running water; it is used routinely to vote, file their taxes, and, with their cellphones, to shop or pay for parking.

Hillar thought he was prepared:-

When the first digital intruders slipped into Estonian cyberspace at 10 p.m. on April 26, Mr. Aarelaid figured he was ready. He had erected firewalls around government Web sites, set up extra computer servers and put his staff on call for a busy week.

But.

By April 29, Tallinn’s streets were calm again after two nights of riots caused by the statue’s removal, but Estonia’s electronic Maginot Line was crumbling. In one of the first strikes, a flood of junk messages was thrown at the e-mail server of the Parliament, shutting it down. In another, hackers broke into the Web site of the Reform Party, posting a fake letter of apology from the prime minister, Andrus Ansip, for ordering the removal of the highly symbolic statue.

Essentially Estonia was under full scale attack from a Distributed Denial of Service (DDOS) attack, something that is very hard to defend against and even harder to stop.

By the end of the first week, the Estonians, with the help of authorities in other countries, had become reasonably adept at filtering out malicious data. Still, Mr. Aarelaid knew the worst was yet to come. May 9 was Victory Day, the Russian holiday that marks the Soviet Union’s defeat of Nazi Germany and honors fallen Red Army soldiers. The Internet was rife with plans to mark the occasion by taking down Estonia’s network.

Mr. Aarelaid huddled with security chiefs at the banks, urging them to keep their services running. He was also under orders to protect an important government briefing site. Other sites, like that of the Estonian president, were sacrificed as low priorities.

During the attack one bank has reported losses of around US$1 million dollars, not a huge amount but enough to get the attention of any CEO and Board of Directors. To give you a size of the scale of the attacks the NY Times reported:-

All told, Arbor Networks measured dozens of attacks. The 10 largest assaults blasted streams of 90 megabits of data a second at Estonia’s networks, lasting up to 10 hours each. That is a data load equivalent to downloading the entire Windows XP operating system every six seconds for 10 hours.

This brings me to SaaS and SOA, or Software as a Service and Services Orientated Architecture the next big things in enterprise software. The team in Estonia’s CERT were good, very good but even they were unable to completely protect themselves from such attack.

Some questions to ponder:-

  • What about the company that provides your SaaS payroll, recruitment, CRM or SCM, how would they stand up?
  • As a CIO or IT Manager selecting a vendor to provide services to your organisation are you even thinking of this?
  • As the CTO of a vendor, do you have the ability in house or contact externally to defend yourself?
  • Do the lawyers understand what is going on?
  • What would be the impact to your company if you lost your payroll, recruitment, CRM or SCM systems?

Lack of skills in Canberra push up contractor rates

The Australian Government has a problem, in a recent article in the Australian IT it was stated that they can’t find enough contractors at the right rates in the nation’s capital.

SURGING contractor costs in the nation’s capital are straining federal government projects worth more than a billion dollars and forcing a rethink of employment strategies at some of the country’s largest technology users.

Graduates and interstate destinations such as Brisbane and Adelaide have emerged as the biggest winners from the budget-busting labour shortage, which has pushed up contractor costs by 30 per cent in the past six months.

For example the Australia Tax Office is looking for SAP, Siebel and IBM content management skills and the increasing rates are putting pressure on their budgets.

The government seems to be tackling the issue on three fronts, first moving some work to other centres where there is not the price pressure, Brisbane and Adelaide and going for new graduates. Finally some departments are trying to bring people on as full time resources. The first two moves don’t seem to addressing the needs quick enough and as such projects are now running over budget and late, the worst situation to be in for a project. Hiring of graduates is a great move to ensure younger works get experience straight out of university, but it does not help cover the gaps in the senior ranks.

Out of interest I did a quick search using Recruit.net’s Job Index Trends tool on the number of jobs ads for SAP, Siebel and IBM Content Manager in Canberra. The results indicated that there was a surge in job advertising before Christmas but this has now decreased dramatically. Comparing the same search in Brisbane and Adelaide doesn’t seem to indicate a massive move in job ads being placed in these smaller centres.

Real cool technology

Two very cool things I found today.

Google Map’s new Street View as a major source of distraction, the privacy issues with this are going to be huge, in the meantime it is very cool.

The second was from Duncan Riley’s post on Techcrunch about Microsoft’s Surface Computer (I’m kind of behind on the tech news).

My initial reaction to the surface computers was WOW, when can I get one!

Watching the different videos floating around I started to see how the deployment of these surfaces being a major change in how we work with technology. They can be integrated into tables, kitchen benches, walls, desks, hotels etc. The mutitouch technology is very slick not to mention the object recognition. Object recognition part allows you to paint with a paint brush, transfer music, pictures and videos between devices.

http://admin.brightcove.com/destination/player/player.swf

Dying technology skills

I love lists that state concretely what is going to happen, cause they are usually wrong. However this list of dead or dying technology skills from ComputerWorld looks like it might be on the money.

  1. Cobol
  2. Non-Relational Databases
  3. Non-IP Networks
  4. cc:Mail
  5. ColdFusion
  6. C Programmers
  7. PowerBuilder
  8. Certified NetWare Engineers
  9. PC Network administrators
  10. OS/2

To test out the theory I have plotted the percentage of jobs in Australia requiring these skills using Recruit.Net’s Job Index Trends tool. For some of the generic items I have pulled some skills as example. For comparison here is the same graph but I have added in SAP as a skill.

When compared to some of today’s “hot” items this list of 10 skills are either dead or dying, as the Mythbusters would say “Confirmed”.

In the future we will…

I find futurists fascinating. From their wild ideas to which I think “no way” or their ideas which seems so obvious that I go “of course that will happen” they stretch my understanding of what the future holds.

One such is Ian Neild who is visiting Australia at the moment to attend Borderless World Conference, asking what will the world be like in 60 years when today’s kids are all grown up.

“In the next 60 years, nanotechnology and biotechnology will have impacts on our lives that might seem like magic to us, but will be quite normal to our children’s children”

Mr Neild released a 60 year timeline a couple of years ago with some really wild ideas including some things a lot closer to home.

What I find interesting is what will the workplace be like in 60 year, how will we have to recruit, what skills will be required, is the education system able to cope, and what will the management practices be?

Seems to me we will have much bigger issues than just Gen Y in the workforce, but it will be fun.

Top 25 Recruiting Blogs

Just got an email from Jason Davis (ex-Recruiting.com now RecruitingBlogs.com), that I made the top 25 recruiting blogs according to Alexa rankings, #16 actually. Very flattered and surprised given the waiting Alexa seems to have to US based sites.

There are some very good blogs out there and if you having anything to do with recruiting you should be subscribed to them all.

I’m not going to show you all the list, you have to visit Jason’s new site to find out :-), but here are the top 5:-

Update:- for some reason the top 5 are not display, so you will have to visit Jason’s site.

Replacement eStarling Photo Frame

When I returned from Hong Kong there was a package waiting for me in the mal room. The folks over at ThinkGeek and eStarling have been very nice and provided us who purchased a 1st generation eStarling Wireless Photo Frame with a replacement. Why? Well the first frame had a few issues, was a bit ugly and had an external WiFi USB key.

The 2nd generation frame is so far proving to be the exact opposite. Within about 15 minutes of getting it home I had my photos from Flickr appearing via an RSS feed, including the 10 minutes I messed around once again forgeting I had MAC address filtering on our WiFi network, d’oh!

A few grips

  • The frame is widescreen format and I am getting black lines down the sides cause all our existing photos are 4:3 not 9:6
  • There is no MAC address printed on the box or frame so it makes having MAX address filtering a bit more complex, there is a support topic for this.
  • Connection to our WiFi network is sometimes a little flaky, or it could be the config in the frame.
  • The frame still requires a WiFi network to display photos
  • Configuration is still a little tempormental

Having said that I really like the new frame and the positive features outway the negatives.
Below are some photo’s I took of the unpacking process.
Opening
TheBox
Whats in the Box
Unpacked

FrameOnline

These next photos were taken as widescreen as I rebooted to see what things looked like on the frame.

Reboot

LeoWideScreenOnFrame

Photowalking in Hong Kong

Yesterday I went out and about walking and traveling around Hong Kong for just over 5 hours, end result 135 photos and 5 or 6 videos. While the photos are going to take a while to sort through I have pulled together a quick video with some stills of my trip up the Peak on the tram, mainly for BJ. If you have never been up there I recommend you have a watch or even better hop on a plane to Hong Kong and do it yourself. 🙂

Publishing the video this morning got me thinking about new media/social media and the profound effect it is having on our world. Here I am in a hotel room in Hong Kong, publishing content for all to see, no waiting till I get home or photos to be developed let alone editing a video.

Gen Y in the Workforce

I was surprised to see Shannon Seery Gude mentioned in the local IT press, CIO Magazine’s May issue, not surprised that she has been quoted in a magazine, but more that our IT press found her, kudos to the CIO Mag guys!

The May issue covered a very topical area on Gen Y in the workforce, the article was written by a Gen Y, interviewing other Gen Y’s and Baby Boomer CIOs, all in all a good read.

Company loyalty was a big discussion point, the bottom line don’t expect loyalty from your Gen Y’s unless the company provides them with loyalty first. Should we be surprised by this, many a Gen Y has seen their parents lose their jobs made redundant after years of loyalty to their employer. Further management rhetoric over the years has been that we need to manage our own career’s “don’t expect the company or management to it for you”, to me this is not a message that breeds loyalty. However this does not mean you can’t build loyalty with Gen Y’s and have them hang around for a few years, or more. You just need to make the job satisfying. Sound like employee engagement?

Job satisfaction is the biggest motivator of Gen Y’s. They always need new challenges and want to see their efforts come to fruition. Putting a Gen Y in a dead end job, or working on a make busy project, so they “learn”, is a sure way to loose them.

Another important factor for Gen Y is work life balance, they don’t live to work, many are happy to do the work to get the job done, just not necessarily between 9 and 5. Gen Y’s have heard of work life balance for many years, so why should we be surprised they demand it? Work life balance not only means giving employees the ability to work when they want, eg 9am or 12am, where they choose, eg the office or the lounge room, but also allow them to disconnect from work, without penalty. Remember work is no longer somewhere you go, it is something you do. The “disconnect without penalty” is the difficult part as a management culture needs to be developed, it doesn’t just happen in organisations. Enticing Gen Y with lots of money to get the job done will not work in the same way it has for many of the current crop of middle managers.

Social interactions are also important, putting work in the way of a Gen Y’s social interactions is another sure way for them to leave. This is where Shannon’s quote came in “social networking features and collaboration tools such as blogs and wikis to allow employees to connect and collaborate with one another” (Must find Shannon’s post that the article referred to, why didn’t the article include it?). An interesting side note, a post on Cisco’s Mobile Visions blog last week highlighted mobile technology as one of the key attributes for social networking, if you want to attract Gen Y’s maybe you could look at some mobility benefits, free text messaging, sponsored data broadband wireless cards? Let’s not forget the cool video they also pointed to 2 weeks ago on attracting the Millennial Generation, you know the one after Gen Y.

Once again in summary Gen Y’s are:-

  • Young
  • Restless
  • In a hurry
  • Will not automatically provide their employers with loyalty
  • Not necessarily motivated by money
  • Demand job satisfactions
  • At the end of the day want work life balance and be able to pay the bills