Female scientists get less federal funding than men

Female scientists get less federal funding than menFemale scientists get less federal funding than menMen and women have always competed against each other in science. Take this true-life taleGabrielle-Emilie Le Tonnelier de Breteuil, the daughter of the French courts chief of protocol, married the Marquis du Chatelet in 1725. She lived an upscale domestic life and had three children, but at age 27, took a serious interest in mathematics and physics. Then she began an affair with the philosopher Voltaire, who also had an interest in science. The illicit couple stoked their love of the subject by installing a laboratory at her husbands chateau, and the pair each entered an essay into a contest where the subject was the nature of fire. (Neither won).Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreBut at least de Breteuil and Voltaire competed against each other on equal grounds. Todays female sci entists face formidable odds to secure federal funding in an amount that even pretends to come close to what their equally-capable male colleagues receive.First-time women principal investigators get $41,000 less from the National Institutes of Health than men on average, and even at top research institutions. That was one of the many key findings of gender disparity found in a study released this week published this week in JAMA by researchers at Northwestern University and Kellogg School of Management.The study analyzed 54,000 grants awarded from 2006-2017 and used key criterion to make sure recipients were at similar points in their careers. Researchers did their best to ensure that the male and female grant recipients they studied were equally qualified by comparing metrics like how many papers the men and women published every year, and how often those papers were cited by other scientists.While there was grant inequity overall, the study also found that inequity varied by inst itution.The disparity was the largest for female principal investigators at Big Ten universities. There, women received an average grant amount of $66,365 versus $148,076 for male principal investigators. At Ivy League schools, the disparity was smaller, with women receiving an average grant amount of $52,190 versus $71,702 for men, and at the top 50 NIH-funded institutions, first-time female awardees received an average grant amount of $93,916 versus $134,919 for men.This means that female scientists have less money to buy lab equipment, hire grad student researchers, and take on major experiments.Women did do better than men in one area, an NIH grant called the R01. In this case, they received $16,000 more than men.National Institutes of Health issued a statement and did not dispute the studys findings in fact, they acknowledged the problem. We have and continue to support efforts to understand the barriers and factors faced by women scientists and to implement an intervention to overcome them, they said in a statement. The NIH has done their own reporting showing the inequity in grant dollars between women and men.The disparity of grant money can arrest a young woman scientists careerIf women are receiving less grant support from the very beginning of their career, they are less likely to succeed,said Teresa Woodruff, a professor of obstetrics and gynecology at Northwestern University who worked on the study, in a release. A funding disadvantagein the formative years of a woman scientists career can be especially handicapping because research shows that it is likely to snowball over time.And of course, money isnt just money, it buys prestige and access, says another person who worked on the study.If you dont have the right kind of grant from NIH, you are less likely to be promoted, saidco-corresponding author Brian Uzzi, professor of management and organizations at Kellogg. The prestigiousness of a grant award are the things that make or break someones care er.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Navy Enlisted Classificationa (NECs) - Fire Controlman

Navy Enlisted Classificationa (NECs) - Fire ControlmanNavy Enlisted Classificationa (NECs) - Fire ControlmanThe Navy Enlisted Classification (NEC) system supplements the enlistedrating structure in identifying personnel on active or inactive duty and billets in manpower authorizations. NEC codes identify a non-rating wide skill, knowledge, aptitude, or qualification that must be documented to identify both people and billets for management purposes. For example, if a Navy police officer ( MA Master at Arms ) receives specialized training as a K-9 Dog Handler, he/she would be awarded NEC MA-2005. From that point on, the sailor could be assigned to Navy law enforcement duties involving military working dogs. Below are the NECs for the FIRE CONTROLMAN community area 1101 - Fire Control ordnungsprinzip (FCS) MK-92 MOD 6 Coherent Receiver/Transmitter (CORT) Technician (APPLIES TO FC ) 1102 - MK-92 Fire Control ordnungsprinzip Technician (APPLIES TO FC) 1104 - AEGIS Combat System (BL4) Maintenance Supervisor (APPLIES TO FC ) 1105 - AEGIS Weapon System MK-7 Technician (APPLIES TO FC ) 1107 - AEGIS Radar System (SPY-1A) Technician (APPLIES TO FC) 1109 - MK-31 RAM Mod 3 OM (APPLIES TO FC) 1111 - AEGIS Combat System Computer System Maintenance Technician/AEGIS Ballistic Missile Defense Computer Technician (APPLIES TO FC) 1112 - AEGIS Ballistic Missile Defense Weapon System Supervisor (APPLIES TO FC) 1113 - AEGIS SPY-1B/D (TK II)/AEGIS Ballistic Missile Defense SPY Radar Operator (APPLIES TO FC) 1114 - AEGIS Fire Control System MK-99/Operational Test System MK-1 Technician/AEGIS Ballistic Missile Defense Fire Control System Operator (APPLIES TO FC) 1115 - AEGIS Combat System Display Maintenance Technician (APPLIES TO FC) 1116 - Gun Computer System (GCS) MK 160 MOD 11/Electro-Optical Sensor System (EOSS) MK 20 MOD 0 Fire Control Technician (APPLIES TO FC) 1119 - AEGIS Radar System (SPY-1B/D) Technician (APPLIES TO FC) 1120 - GCS MK-160 MOD 4 Fire Control Technician (APP LIES TO FC) 1121-1169 - Automatic Gunfire Control Systems TechniciansPerforms preventive and corrective maintenance on assigned equipment at the organizational and/or intermediate level using ordnance publications, circuit diagrams, and other appropriate documentation. Performs casualty analysis and fault isolation, and operate, test, align and repair individual equipment, the system and the interface with other systems. Operates the director(s), computer(s), radar console(s) and associated equipment as applicable in sttze of the ships weapons system in a tactical situation and during test and evaluation. 1121 - CIWS MK-15 BLOCK 11-14 Technician (APPLIES TO FC) 1122 - Phalanx Close-In Weapon System MK 15 MOD 21, 22, and 25 (BLOCK IB) Technician (APPLIES TO FC) 1136 - Tactical Tomahawk Weapon Control System (TTWCS) Operation and Maintenance (OM) Technician (APPLIES TO FC) 1139 - GCS MK 160 MOD 8/OSS MK 46 MOD 1 Fire Control Technician (APPLIES TO FC) 1140 - AN/SPS-48E Search Radar Te chnician (APPLIES TO FC) 1143 - AEGIS Fire Control System MK-99/Operational Readiness Test System Technician (APPLIES TO FC) 1144 - AEGIS Combat System (BL 4) Computer System Maintenance Technician (APPLIES TO FC) 1145 - Rolling Airframe Missile (RAM) MK-31 Guided Missile Weapons Systems Technician (APPLIES TO FC) 1146 - Gun Computer System (GCS) MK 160 MOD 9/10 Fire Control Technician (APPLIES TO FC) 1147 - NATO Sea Sparrow Surface Missile System MK-57 MOD 2, 3 Technician (APPLIES TO FC) 1148- AEGIS Fire Control System Technician, Track III (APPLIES TO FC) 1149 - Improved Point Defense Target Acquisition System MK-23 (IPD/TAS) (APPLIES TO FC) 1152 - AN/SYQ-27 Naval Fire Control System (NFCS) Phase I Fire Control Technician (APPLIES TO FC) 1156 - NATO Seasparrow Surface Missile System (NSSMS) MK 57 Mods 10 and Above (APPLIES TO FC) 1157 - Improved Self Defense Surface Missile System Technician (APPLIES TO FC) 1164 - Ship Self Defense System (SSDS) MK1 Maintenance Technician (APPLIES TO FC) 1165 - Ship Self Defense System (SSDS) MK1 Systems Technician (APPLIES TO FC) 1169 - HARPOON (AN/SWG-1A) Maintenance Technician (APPLIES TO FC)

Mechanical Engineers Help Stop Breast Cancer

Mechanical Engineers Help Stop Breast Cancer Mechanical Engineers Help Stop Breast Cancer Mechanical Engineers Help Stop Breast Cancer It may sound strange that mechanical engineers are studying breast krebs. But two decades of research has shown that the cancer does exhibit mechanical properties. Mechanical engineers, working with experts in other fields, can help with treatments that might one day stop the progression of cancer.Certain aspects of the cancer and its surroundings, such as the stiffness of breast tissue, help dictate whether the cancer will progress and spread outside the breast, says Ovijit Chaudhuri, a Stanford University assistant professor of mechanical engineering.He is now looking at the way the cancers mechanical properties interact. By understanding those interactions, the researchers could one day develop treatments for women most at risk of cancers spread while allowing women with less invasive cancer to forgo some forms of treatment, Chaudhuri says.His lab works with two Stanford groups that join researchers across disciplines to aid human health. Stanford ChEM-H brings together chemists, engineers, biologists, and clinicians to understand life at a chemical level and apply that knowledge to human health, while another group, Bio-X, crosses disciplines to create new knowledge of biological systems and healthcare solutions.A lot of our focus is on understanding the fundamental interactions between cells and the extracellular matrix underlying processes such as breast cancer progression, Chaudhuri says.Breast cancer researchers have long studied why some tumors stay put while cells break free from other tumors and spread to surrounding tissues. Should the tumors metastasize, which happens when cells spread beyond the breast into the body, the cancer is considered more aggressive and is classified as stage four, a potentially fatal diagnosis.For You Find Out More About the Mechanics of BiomedicineUnderstandably, physicians want to treat patients before their tumors can reach that stage. But they dont want to subject those with cancer that may never spread to debilitating rounds of radiation and chemotherapy. Unfortunately, today its hard to know upon diagnosis if the cancer could spread. So when the cancer is caught while still in the breast, most patients undergo the same types of treatment.Researchers have found some signs in mutated genes or proteins on the cells surface that may give clues to potential spread. But those discoveries dont tell the whole story, Chaudhuri says.His team is looking at how breast tissue stiffness influences the tumor cells. The labs research area is mechanobiology, the study of how mechanical properties and forces, often at the molecular level, affect everything from what genes a cell turns on to the chemical processes underlying disease.One group of researchers cultures mammary cellsthe kind most likely to become cancerousinside a hydrogel. Theyve designed the hydrogels to send signa ls that resemble those the mammary cells would receive when theyre actually within the tissue. The researchers then make the hydrogel stiffer, in order to see the effect that property has on how tumors within mammary cells form and grow.A second group within the lab wants to determine how cancer cells escape the membrane that surrounds breast tissue. A typical cancer cell is hundreds of times larger than the membranes pores, so cells should have a difficult time moving beyond the breast. The researchers suspect the cells must actually push and pull on the membrane to break free from it, Chaudhuri says.One theory put forth by many breast cancer researchers is that cancer cells use enzymes called proteases to essentially cut their way through the membrane. But drugs on the market that target proteases often dont stop cancers spread, suggesting theres more going on than just enzymes, Chaudhuri says.Elsewhere, a group of European researchers have applied atomic force and optical-tweezer s microscopy to measure the stiffness of breast cancer cells. Theyre investigating whether softer cells have greater potential to leave the breast membrane. That research is a joint effort between several Eureopean universities and research centers, among them the University of Lincoln in the United Kingdom the KTH Royal Institute of Technology in Stockholm, Sweden and the Abdus Salam International Centre for Theoretical Physics in Trieste, Italy.Back at Stanford, Chaudhuri hopes that within the next decade, his labs findings can be used to improve breast cancer treatments. Of course, like all researchers working in cancer research, he wants to keep breast cancer from starting in the first place.Thats pretty far off, Chaudhuri says.But by bringing together mechanical engineers with scientists from several other disciplines, his lab has a good start on the problem, he says.Jean Thilmany is an independent writer. For Further Discussion A lot of our focus is on understanding the fundam ental interactions between cells and the extracellular matrix underlying processes such as breast cancer progression. Prof. Ovijit Chaudhuri, Stanford University

7 Sales Tips for New Salespeople

7 Sales Tips for New Salespeople 7 Sales Tips for New Salespeople Starting a new career in any field is daunting. With sales, you face some unique challenges. Most salespeople are expected to learn on the job, but the longer you take getting up to speed, the longer it will take for those commissions checks to start rolling in. Here are some suggestions to help you quickly warm up to sales. Find Needs and Fill Them Prospects arent sitting around waiting for your cold call in the hopes that you will sell them something. Theyre sitting around trying to solve their own problems. If you can show them a way to solve a problem thats been bothering them, you can make that sale. Remember, WIIFM is the only thing prospects have in mind. Prepare, Prepare, Prepare Youre probably eager to get out there in front of real, live prospects so you can start making money. But before you get in front of a prospect, youve got to be ready. That means understanding the product, preparing a list of benefits, coming up with a solid sales presentation, writing up at least a basic cold calling script, and doing pre-call research on each lead. Build a Network Business networking, when done right, can make your job so much easier. Having a solid network with reliable contacts will yield a wide range of benefits, from getting warm leads to providing the inside scoop on a tough prospect. Just dont try to rush things; when youre just getting started with your network, your focus should be on proving yourself to your contacts, not trying to get things from them. Track Your Metrics The only way to know how well youre doing is to keep track of what youre doing, and then compare it to the end results. At a minimum, you should track how many cold calls you make, how many appointments you set, and how many sales you make. That much information will least allow you to manage your pipeline at a basic level. The more carefully you keep track of your own activities, the easier it will be for you to pinpoint your areas of weakness so that you can quickly improve them. Set Your Own Goals Your sales manager will no doubt give you a goal or set of goals to reach for the company. However, those goals are an absolute minimum. Whats more, they may not cover areas that are important to you. For example, you are probably responsible for a  certain number of sales per month, but your sales manager is unlikely to give you a goal for career development or for making a certain amount of money. These are areas where you can choose your own goals and then set up a plan to help you achieve them. Learn to Handle Rejection As a salesperson, you will experience rejection on a daily basis. Thats simply part of the job. Over time, every salesperson learns to toughen up and shrug off those moments, but not every salesperson develops a healthy coping technique. Successful salespeople often develop mind games that work well for them, such as considering every no as being a step closer to a yes. Find a coping strategy that works for you. Keep Trying New Things Sales is a career which requires you to stay flexible and keep learning over time. It can be very tough for new salespeople to keep trying different things; its tempting to latch onto a single sales channel or a single presentation style as a source of security. Unfortunately, if you let yourself get into a rut, youll soon pay the price in lost sales. Its crucial to keep on learning and exploring, trying new techniques, and generally stretching your mind.

Five techniques for handling your work burnout

Five techniques for handling your work burnout Five techniques for handling your work burnout Chances are, you’ve experienced career burnout at some point. It makes you feel listless, unsure of the value of your work. You go through the motions and count the hours.Personally, I’ve been burned out twice in my career.Once, I was finishing my medical residency and was unsure if I really wanted to continue in medicine. The second time, I was at the end of my tenure at the biopharma company Cubist Pharmaceuticals. In both cases, I accomplished what I set out to do- and it was time to move on.All burnout starts with a sense of wanting to move on.Teresa Amabile and Steven Kramer- authors of “The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work”- studied that what motivates employees isn’t necessarily the money or the work hours. It’s the feeling of making progress. When you feel stuck, you’re in the wrong environment. You long for something else, something new, and you lose motivation.Not sure if that’s you? One tell-tale sign of burnout, besides frustration with work, is putting more energy into other areas of your life. People do this because consciously or unconsciously, they realize it’s futile to keep focusing that energy on their job when nothing is happening.If you’re feeling something similar, here are a few ways to get yourself out of that funk:1. Understand whether your burnout is clinical or environmental.I immediately think of burnout from a clinical viewpoint. Depression, weight loss, anxiety are serious issues that need to be taken seriously. If you’re suffering from any of these, get professional help.But the burnout I’m talking about in this article is environmental.It’s the type of burnout that can be immediately alleviated just by changing your environment- a new role or new company, for instance. This type is what people generally talk about when they’re stuck in a job and not making progress.Before you start looking for relief, know what you’re actually getting relief from. 2. Work toward any type of progress.When I was experiencing burnout near the end of my time at Cubist, it wasn’t because I hated my job. I grew up there. I loved the company and the people.But I did think it was time to move on because the place had become too familiar, and I wasn’t learning at my ideal rate. So I started looking around for new opportunities. It just so happened that the company got acquired at that exact time I was experiencing a lack of motivation. Immediately, I started thinking about what I could do next. It was amazing how quickly my energy levels spiked when I started considering the future- starting from scratch, new experiences, new environment. It felt like progress.If you’re experiencing burnout, take some time and examine whether there are ways to get that feeling of progress back in your current role. If you can’t, it’s time for a change. 3. Find the right timescale for your projects People only stay excited about one goal for 24 months before  their motivation  starts to dwindle. I’ve seen this repeatedly, so I almost instinctively think of hard projects in 24-month periods. If you know a project is going to take longer than that, you need to find metrics and smaller goals that help you feel like you’re making progress. Otherwise, the wait for that long-term payoff will cause burnout. You simply won’t be able to sustain your momentum. If you can’t find those smaller achievements, then it’s up to you to create them for yourself. You will likely have to look to personal, intrinsically motivating goals such as the acquisition of new skills. 4. Find your place in the big picture One of the most common complaints in white collar jobs is that people feel like a cog in a wheel, and they’re not really sure what they’re turning. When you can’t see how your job is affecting everyone else around you (and the company as a whole) in a meaningful way, burnout is imminent. Even the most stimulating tasks become downright tiresome. Unfortunately, most managers don’t instinctively understand how important it is for their reports to see the value of their work and how it relates to the purpose of the company. If you’re in that situation, map it out. It typically just takes a few iterations and feedback. Often times, you can be re-energized by a single conversation. 5. Motivate yourself by keeping track of the end goal At the beginning of  a long-term project or goal, encourage yourself by tracking how much progress you’ve made. This lets you look back and think, “Okay, I’ve come this far in a relatively short amount of time.” Toward the end of a project, your motivation has to switch gears. You’re looking forward to finishing at that point, so you have to start focusing on how little is left to achieve. I think of it like running a long-distance race. In the beginning, I’m focused on the miles I’ve put behind me. That’s the motivation. But the closer I get to the finish line, the more I envision crossing it- and that’s what gives me the energy to kick it into high gear. No matter your job, you’ll feel burned out at one point in your career. But if you recognize what’s happening and deal with it in a healthy manner, then it doesn’t have to become a lasting state that drags you down. This article was originally published on Quora.

A New Tool is Helping Californians Clear Criminal Records for Employment

A New Tool is Helping Californians Clear Criminal Records for Employment A New Tool is Helping Californians Clear Criminal Records for Employment Having a checkered past can be problematic for job seekers, since it can prevent them from applying for jobs that they really want. In fact, one in four people in the U.S. has an arrest history or conviction that could penalize them from getting gainful employment or being eligible for student loans or housing. Thankfully, there’s a new tool that can help low-level convictions be eliminated or reclassified as a lesser charge for California residents. Clear My Record allows users to clear criminal records in multiple counties across their state. This is critical, since an estimated 43% of people who have used Clear My Record have multiple convictions in various counties. With this free tool, applicants can fill out a quick application that is then sent to the counties where they have convictions. They’ll then receive status updates via email and text regarding their eligibility to have their convictions overturned. The tool has been useful for people to clear various convictions (such as marijuana convictions, for example) to be cleared or reclassified as a lesser charge.  Similarly, states including Colorado, Maryland, New Hampshire, and Oregon, for example, have also passed legislation that allows people convicted of things like misdemeanor marijuana possession to petition to have their convictions sealed or dismissed. If you’re job hunting, you may want to find out if you can clear criminal records. Here’s why: It can give you peace of mind. If you have a criminal record, you might be worried every time you submit a job application that your background will be discovered. Making an effort to clear your record means that you can breathe a sigh of relief each time you apply for a job, knowing that a potential employer won’t find anything errant in your application. Your charge might not be valid anymore. Much like the marijuana convictions cited above, some charges are no longer considered criminal. So why should your record reflect as much? Laws change all the time, so doing a little investigative digging into what counts as a charge- and what doesn’t- might allow you to wipe your record clean, once and for all. It can allow you to apply for more jobs. The vast majority of employers will perform a background check on job candidates that they’re interested in. While employers aren’t technically allowed to discriminate against applicants who have a record, some still do. (If you feel that you’ve been discriminated against, you can always contact the U.S. Equal Employment Opportunity Commission to find out what your next steps should be.) And unfortunately, having a criminal record might mean that you could lose out on jobs that you’re interested in, and not be able to apply for other positions or licenses, either. So if you’re a job seeker who has a criminal record, make it a priority to inform yourself of the latest laws concerning your conviction. You might be surprised that you can clear criminal records and apply for the jobs you really want.

The future of recruiting lies in marketing

The future of recruiting lies in marketing The future of recruiting lies in marketing The future of recruiting lies in marketing Something weird is happening in the world of hiring. Despite incredible technological steps forward in recent years, recruiting has become more complicated not less so. In a recent survey of recruiters done by Monster, a full two-thirds said their jobs have gotten harder; 62 percent say its more difficult to find quality candidates. Technology, it seems, has been a mixed blessing. Todays tools can help us more easily filter candidates, assigning scores and letter grades to eliminate what would ostensibly be hours and hours spent vetting. Yet these solutions arent getting recruiters the talent they need. Theres clearly a missing piece to this puzzle, and I believe that piece is marketing. The discipline of marketing has evolved rapidly in recent years with advances in automation and analytics, and recruitment marketing takes a page from the ways large consumer brands get in front of potential customers. You start with data to understand and access the consumer (or in this case, candidate), use creative storytelling to help sell the product (here, the role and the company), and put a heavy emphasis on the customer experience along the way (the human connection). In the same survey, 67 percent of recruiters told us that they feel like they need to be marketers today, plus 67 percent feel they need to understand analytics and 64 percent feel like they need to be digital experts. I think that what they really need are the right tools to enable them in these areas. The Science of Tech Meets the Art of Discovery Were at the onset of stimulating what has been a stagnant industry run on the age-old currency of rsums. From a marketing perspective, companies like Amazon, YouTube and Facebook are already gathering super-charged metadata on every customer, and serving up content and calls to action that are eerily relevant because they are based on your unique behaviors. The recruiting industry is playing catch up to understand candidates in similar ways, but tools like sophisticated chatbots, voicebots, gamified data acquisition tools, and next-gen resumes may help us get there. Using this data in the right ways could result in successfully hyper-personalized user experiences on platforms like that give us entree into deeper, more authentic conversations and interactions. But there will be challenges to overcome before we can get to this future, including the fact that candidates and recruiters dont have the data they need to assess less numbers-driven aspectsor the human elementsof their searches: culture fit, professional development opportunities, bosses and co-workers, candidate aspirations and motivations. There has to be a way to account for these intangibles. Meanwhile, we also want to give candidates the flexibility to make choices beyond what data tells us theyd be interested in (e.g. someone whos always worked in sales but wants to make a career change). And weve got to help recruiters realize that the best candidate is not always the one who checks off all the boxes (e.g. the person with only three years experience who got filtered out by the ATS may be a better long-term fit). On both sides are people, and people are not so easily put into boxes defined by datasets. We cant let techs science push aside the art of discovery. The truth is that tech will evolve where people want it to evolve; we control how it develops. For example, when job search was just about relevance, we demanded semantic search. We wanted technology to understand our intent by the words we used. But job search fell too far down this rabbit hole; its leaned too much into keywords and away from the more natural human experience of exploring and satisfying curiosity. That said, while recruiting has historically been about attracting as many applications as possible, were transitioning from breadth to depth. And that should motivate the industry to move to better understand the audiences to whom recruiters are marketing their jobs and candidates their career histories. The Message is the Medium Understanding audience is a key factor in marketing success, but not a determinant. How you talk to that audience is of increasing importance to recruiting today, particularly in an economy such as this one where candidates are in such high demand. In other words, its critical that recruiters have the ability to authentically convey their brands story: What are your mission, vision and values? What are you aspiring to achieve? What kind of culture are you promoting? Finding ways to communicate your employer value proposition to internal and external audiences is fundamental to an employer brand. One of the most effective tools to do this is video. Video can tell and sell the story of your companys brand and job opportunity betterand with greater dimensionality and authenticitythan text ever will. And its far more engaging to candidates, giving them the opportunity to better experience the brand and culture and to really understand what its like to work for your company, for your department, and, in some instances, for a specific hiring manager. In fact, while the average time spent on a text job ad is just over 90 seconds, the average time spent with a video job ad is 4 minutes. In other industries, video has already leveled the playing field, but recruiting has lagged behind to the detriment of both companies and candidates. Less than 1 percent of Fortune 500 companies are currently using video in recruitment marketing, according to SmashFlys 2018 Recruitment Marketing Benchmarks Report. The impact on candidate quality could be enormous. In our industry, candidates opting in is sexy, and video can help with this. People can look at employers branding, messaging, and videos, and say, Hey, this looks like me. Make no mistake: Recruiting is increasingly going to look like marketing. Like marketers, recruiters and candidates are already facing the challenges of capturing attention in todays noisy world of content. The right tools for the future of recruiting will help employers leverage messaging and datathe art and science of our businessto do the initial legwork. And this will empower recruiters to spend more of their time on the human connections that ultimately make quantitatively and qualitatively better recruiting results.