When the United States’ military stealth tech bomber was rumored and then when it made a public debut, it was the first-time advanced stealth technology was a reality instead of something out of a science fiction novel.
Even as the US was working on the tech to hide the profile of the bomber, work was underway on how to detect it. Since unmanned aerial vehicles (UAVs) are now an internal part of the world’s major militaries, stealth tech is integral to these aircraft. Again, the US is leading the pack, but China, France and Great Britain are also making major strides with China closing the gap rapidly.
Where concealment is concerned with military matters the top things that must be hidden are:
Signals: radio, electrical or laser
Staying as quiet as possible is critical as next generation long-wave infrared search-and-track sensors worries some analysts about the engine and propeller noise. Anyone who’s ever heard a small civilian drone knows the buzz. Helicopter pilots say they do not fly but beat the air into submission and create a lot of noise at the same time. Prop and jet-driven UAVs are sound machines.
Silencing the jets on UAV may also take a page from the civilian world. Georgia Tech and Lockheed Martin are tackling the jet noise issue on several fronts. NASA is investing heavily into a new generation of supersonic passenger planes that promise “60 to 65 decibels per boom (at least as heard from the ground).” A normal conversation is 60-70 decibels at 3-5 feet.
Heating Things Up in Military Stealth Tech
Combustion is hot. Electrical motors cut way back on the heat produced, but batteries add weight which reduces flight time. One solution being explored by some is a combination UAV. It runs off a fueled engine until it closes in on a target, then switches to battery operation. This cuts the heat signature and the noise when noise-reduction measures are also included. Mission accomplished, it eases away and restarts the engine to either recharge the batteries for another run or the ride home.
It may appear that sacrificing stealth to move is a trade-off that must happen. Not precisely. A UAV must fly, but it the body of the UAV does not have to change shape. In a conventional aircraft, ailerons move. These dictate how a plane turns, climbs and descends by changing the shape of the wind foil (wing or rudder). The blades on a stealth helicopter are often a giveaway.A new military stealth tech drone from BAE Systems in MAGMA in-flight trials has no moving external parts. As Popular Mechanics reports, ‘Control surfaces can also affect an airplane’s carefully shaped stealth profile, as the fin-like device moves upward or downward, momentarily making the aircraft slightly more visible to radar.”A slight advantage is all that’s needed to get a lock and take measures against the incoming craft.
See Me Now
Hiding by color is the oldest form of stealth around; think stripes on a tiger. Mirrors that reflect the surroundings are great for hiding, depending on the surroundings. But cloaking tech vis a vi Harry Potter invisibility cloak or a Klingon cloaking technology may not be as silly as it sounds. It is a step closer to reality. This kind of tech has the possibility of blocking everything but sound; muffling technology will take care of that.
Electrical and Radio
Hiding transmission signals is very difficult to do. Radio waves, even a tight beam, are going to spread. Using code, rapid frequency jumping and burst communications are ways around eavesdropping. Laser communication is the best we can do right now to avoid detection. Since lasers spread very little, intercepting means being in the direct line of transmission, which then becomes easy to detect because of signal degradation or transmission delays.
The arms race does not have a finish line. As soon as a new advancement comes online, someone is hard at work trying to defeat it. The South China Morning Post says the military there has a “T-ray,” terahertz radiation, radar that penetrates anti-detection coatings on manned and UAVs. This is not new tech, but a modification of existing technology. T-rays are used in industrial applications to spot defects in layered metals.
As Defence Aviation says, the key to defeating the military stealth tech may be as simple as incorporating a whole suite of detection systems into one array. While a UAV may beat one, two or three of the detection methods, that means it must compromise on something else. “The U.S. Navy and Lockheed are already working in these areas of stealth technology thereby creating the need to develop even more sophisticated sensors that cue radars about the invisible blackbirds that roam our skies,” the website says.Retired USAF officers Maj. Gen. Mark Barrett and Col. Mace Carpenter sought to answer in a report, “Survivability in the Digital Age: The Imperative for Stealth,” produced by the Mitchell Institute for Aerospace Studies. “Over the long run, the U.S. will engage opponents who field increasing numbers of powerful digital multi-band radars,” the authors wrote.
The Future in Military Stealth Tech
To see what tomorrow can bring, look to science fiction. What was pure speculation 50 years ago is now held in your hand, so you can watch funny cat videos downloaded from a server on the other side of the planet. The race for better military stealth tech can be in two camps.
Cloaking technologies which are already underway and anti-gravity. Conspiracy theory websites are full of stories of government work on anti-gravy devices but have little in the way of concrete proof of the claims.
So is anti-gravity going to be a thing? No one knows. But it is being researched. Get past the “how could it work” to “what could it do” and the implications are stunning. We already know gravity can bend light so using the tech to thwart detection systems should be even simpler.
However, making anti-gravity happen is many years off, if ever. Newer military stealth tech aircraft are on the horizon in the USAF B-21 and the Navy’s X-47B UAV.
Comprehensive pre-employment background checks are an absolute necessity. Your time is a valuable commodity. When you consider taking on a high-touch candidate destined for executive placement it is of even greater importance, as the time you spend performing comprehensive background checks may be considerable. Above all, you don’t want to lose on your investment.
Knowing what potential dangers lurk before you put a lot of effort into somebody makes good business sense. If it were a business acquisition, you would be performing the same sort of due diligence on the company you intend to purchase, so why not apply this to your human assets also?
Conducting comprehensive pre-employment background checks prior to in-person interviews is one of the surest ways to confirm that your candidate is representing themselves with verity — your brand reputation and the company’s future depends on it. When it is a leadership, management or customer-facing role, it is even more important to know exactly who is sitting on the other side of that desk. In this age of lawsuits and litigation, being armed with verified, up-to-the-minute information is your best protection.
Performing comprehensive pre-employment background checks before you hire is important. Performing a background check during the course of the recruiting process is just as crucial. The more you know about a candidate, the better you will be able to predict their success or lack of it.
Making sure you are placing the right person in the right position is so much more than just job experience and having the appropriate demeanor: ensuring that your candidate will meet all expectations and does not present a danger to you, the on-boarding company, their brand or their staff assures a return on your investment. It also gives you a stronger platform to work from when negotiating the deal. If you are committed to presenting the best candidate for the job, having a thorough background check in place is not just an option – it is a necessity.
Most HR departments, hiring managers, and recruiters ask their candidate to supply several references. Let’s be honest – these are peers, friends, and by and large 50% are therefore biased. Retained executive search firms like NextGen dig up and cold call references we find who are past internal customers the candidate interfaced with, vendors, external customers, and those who reported to him/her, as well as his/her former superiors. These names we dig up are caught off guard, are honest, and really do help to provide an accurate balance of professional references in comprehensive background checks.
SSN trace, search and validation: This verifies your candidate’s identity. A social security number is specific to the state and city where it was obtained, and can tell you a great deal about an individual, such as their residential history. A verified SSN can also help to verify other information that the background check might reveal.
County criminal record searches: This will reveal if they have been in trouble locally.
Current and previous residences: Frequent moves can be a harbinger of trouble to come, revealing transiency or any kind of trouble in holding down a residence.
National criminal file: This is a validated result that is cross-referenced to known addresses. Care must be taken to verify this information against a known quantity, such as an individual’s SSN. There are likely thousands of William Smith’s in the world, for example.
Federal criminal record searches (last 7 years): Any federal criminal offence will appear here. Federal offences are far more serious, and include many ‘white-collar’ crimes such as fraud.
Federal civil records searches (current and previous residences): this will illuminate problems with money, handling money, securities and bad debt–very important in hiring for fiduciary positions. It will also reveal past marriages or any civil proceeding that the candidate has been involved with.
OFAC terror watch/sex offender check: It probably goes without saying, a history that includes terrorism, violent crime or a sex offence has the potential to cause a great deal of harm to your company, your customers and your workforce.
Education verification (2 highest degrees): Education verification to prove your candidate’s claims.
Employment verification (last 3 employers): Verifying past employment, positions held and more proof of claims.
Professional character references (past superiors, direct reports, internal/external customers as applicable): How your candidate interacts with others should be of great interest to you. This is the trickiest part as most HR departments lack the skills to conduct job references pertaining to those whom the candidate interfaces with. It’s not just the interactions, but the mentor and coaching capability, listening skills, ability of the candidate to sell their ideas, examples of conflict resolution, and teamwork.
Social media reputation reports: Many people reveal their true character online in ways they never would to your face. It’s not about the kids, the cottage or the kittens, but if your candidate is a drunk or has a tendency to bad-mouth their employers or even worse – their customers – online, you’ll want to know.
PEER credit report: A PEER credit report takes an individual’s personal credit, residential and employment history into account and is a little more detailed than a standard background check. The PEER report is more a gauge of dependability than credit worthiness, and does not result in a credit inquiry for the candidate. Use for C-Suite level, VP and fiduciary roles.
‘Ban the Box’ laws impacts comprehensive background checks
In states or municipalities where a ‘ban-the-box’ law is in place, access to your candidate’s criminal history in comprehensive background checks could be limited until later on in the hiring process. You might think that this legislation has limited influence with regard to executive search and placement, but it still has the potential to lead you down a blind alley every once in a while. You might, for instance, spend a great deal of time on a candidate during the on-boarding process only to find that there were some legal or ethical issues that you just cannot afford to take a chance on.
The legislation itself applies to federal government job applications, some private contractors and companies operating in specific regions that have adopted the policy. While it is arguably a useful and constructive way to level the playing field, it could still impede your process when hiring mid-level to senior management.
Since the legislation can be enforced at the state, county or municipal level, it is important to find out what the laws are in your area, and understand what you can and can’t legally ask up front.
Most ban-the-box laws do not prohibit an up-front comprehensive pre-employment background checks, but some do require the employer to wait until after the first interview or even later in the hiring process.
Your HR department can check references and social media, but a verified background check ensures the information you obtain is bona-fide and that the person whose life you are looking into is actually the one you intended. Additionally, there is a lot of information that cannot be uncovered in a limited search.
Some data can only be accessed by a licensed firm that specializes in comprehensive pre-employment background checks. Such companies have the experience to get you what you need in an expedient manner, and will help to prevent you from looking at personal data that might put you in violation of state or federal law. If you are in doubt, consult your legal department first. Most states require that you obtain a written consent from the candidate prior to conducting a search. You should also expect to provide a copy of that search to the subject in addition to any related communications or recommendations.
Above all, look at a broad spectrum of information. Don’t just look at the negative, and don’t focus too closely on any one thing. The sum total of your candidate’s data should tell a story – hopefully a good one – that will help you decide how best to proceed.
How do you improve talent acquisition to be more efficient, less costly, and produce results when it comes to executive management and functional leadership roles? Today companies have a hectic schedule due to keeping up with the competitiveness of the industry. Resources and time becomes constricted and companies do not have the time to implement a thorough recruitment and screening process.
Relying upon job boards, LinkedIn, focusing on branding and “social responsibility” on web site career portals brings in hundreds of applicants, but rarely the right applicants and most of those applicants are “C players”, the 55% of the workforce that can show up to do a job but don’t add to increasing revenues, lowering cost, or creating new intellectual property.
Many companies employ internal recruiters of contract recruiters, and while they can produce more applicants, the quality of the candidates is at best “okay”. Contingency search firms are internally measured on the number of sendouts (resumes) emailed each day, the focus in on quantity, not quality. If a company must conduct a phone screen, simply put the recruiter failed to do a good job in screening and assessment.
Companies engage a retained search firm to manage the recruitment process and to get down to a shortlist of highly qualified candidates ready for in-person interviews. Retained search firms that are niche or boutique working in the company;s industry NEVER look at active job seekers who dominate job board and Linkedin job postings, but instead use their vast internal rolodex, identify and cold call, and reach out to those contacts to being them an opportunity and a challenge.
Client-focused in time management – retained search improve talent acquisition as we only work on only a few select searches at a time per executive search consultant. Because the lead recruiter has a team behind him, each task from sourcing to pre-screen to deep interviews is assigned. Since the focus is on quality, retained executive search consultants are not measured by the contingency search firm focus on sending out x number of resumes daily.
Industry Expertise in Your Market – possess a higher level of proficiency when it comes to finding potential candidates for a specific niche industry and market. These firms specialize in what are the trending news in the market, recruiting, executive changes at your competitors, and news about the current and future strategy of your market and your competitors.
Instead of focusing on a checklist of x number of years’ experience and skills, retained search focus on what the potential candidate will do with those skills to meet the performance objectives of the role rather than just having x years of experience with that skill.
The costs are much lower in the Long Run – utilizing the expertise of a good recruitment team shows that retained search lowers the expenses used to screening applicants and potential sourced candidates.
Improve Talent Acquisition with Onboarding Tools
A custom onboarding tool that works is one that uses a psychometric composite team profile with the corresponding candidate profile and performance objectives of the role. No lengthy involvement of time and effort by multiple executive staff members. It is customized and easy to use. It should include a personal action plan for the new hire that identifies his/her strengths and weaknesses and provides the designated mentor with an effective coaching and evaluation tool.
Retained search improve talent acquisition like NextGen Executive Search as clients has shown that the 72% who use the custom onboarding tool realize quick assimilation into the corporate culture and team dynamics, faster productivity, and longer retention.
Final Thoughts on How to Improve Talent Acquisition
This relieves the company’s HR department of the expenditures that are used in screening processes such as background information, investigating previous employment records, filling up Hiring Managers inboxes with unqualified flypaper (resumes). Searching for the ideal candidate for the job can take a lot of time and expense if the company does it alone.
Much Higher Retention Rate with Low Turnover – retained search improves talent acquisition with a much higher retention rate for candidates they’ve placed (NextGen Global has a 93% retention rate for placed candidate still working after 3.5 years of being hired and 87% still there at 5 years).
Retained search improve talent acquisition with a competitive edge as the people they place outperform, meet, or exceed your expectations and significantly contribute to the success of the organization. Hiring the right staff, not just at the senior executive level, can propel the company towards success and development, but hiring the wrong ones stagnates the progress. Improve Talent Acquisition by Elevating your Recruitment on Improve Talent Acquisition by Elevating your Recruitment to improve talent acquisition.
Investors are usually attracted towards companies that have great potential, not only in the present, but also in the future. That means, business organizations are always on the lookout for talented and skilled leaders who possess the top 3 leadership skills most desired and can contribute greatly to their goals. When it comes to interviewing leaders, Executive hiring managersare keen on how you value yourself in terms of potential to be a part of their organization. The competition is fierce; as a potential candidate, you need to stand out.
Most candidates have earned degrees that are complimentary for the role he / she seeks, but if you are looking for a way to put yourself in a new level from your competition, you need
Top 3 Leadership Skills include Social & Organizational
In every profession you take, communications skills are crucial. Being articulate is the top skill that executive hiring managers seek in candidates. Effective solutions, innovative concepts, and new techniques may not do any changes when you cannot get your ideas into words to relay to senior executives, investors, and/or colleagues. Communication skills also include attentive listening, speaking fluently, and organized writing. As such, social skills are at the forefront of the top 3 leadership skills most desired by the Board of Directors.
Executive hiring managers need leaders who can explain what others are talking about and also arrange these thoughts, ideas, and concepts in a comprehensive manner. Even if you are working remotely and your connection to your company is through the computer, you still need efficient communications skills to interact with your colleagues, clients, and team through chats, video conferencing, phone, and emails.
Working in a business organization means that you will be working with people. Communication does not only mean relaying what you want to express through words, but through your actions as well. Most, if not all jobs require effective social skills to interact efficiently with their colleagues, clients, suppliers, and senior management.
Working within teams needs competent social communications that can maximize productivity and resolve issues.
Knowing when to engage in interactions that is either casual or professional with colleagues and clients, because senior management want their leaders and employees to have good relationships with everyone.
Being organized leads to being efficient and transparent. Organized documents, efficient schedule management, coordinating resources, and effective task designation. When you follow an organization, it is easier for not only senior management, but for the team you lead to know and understand how you work. Being organized can mean from how well you arrange your desk and files, how you send reports at a certain period of time, and how often you have team meetings to update on everyone’s progress. As one of the top 3 leadership skills desired, companies need leaders who can stay focused on projects and remain organized until it is completed. One of the most important organization skills is to meet deadlines. Using time wisely makes all the difference between success and failure of your company.
Top 3 Leadership Skills includes Motivations
Senior management needs people who can identify problems and solve them. Critical thinking helps in seeing beyond the information presented all the time. Analyzing allows you to think up of new angles on how to approach a problem. There may be better ways to solve this particular problem that hadn’t been tried yet previously. Problem solving helps us make decisions amidst challenges. Whether problems are big or small, you have to analyze it in different angles and solve problems as quickly as possible. This why motivations is one of the top 3 leadership skills desired.
Motivation skills are important when you are interacting with colleagues and clients. People do better when they love what they are doing. When you are motivated, you find it easier to get up during the morning and look forward your day in the office. The compensation, including options and/or equity, can motivate you, but senior management and investors / stakeholder want to hire leaders that can contribute to their organization’s goals and success. Motivation can help you cope with stress and handle problems in the workplace well and is ideal in succession planning.
Renewable jet fuels changed in 2016 when regular flight operations of United Airlines started using RjF. This marked the beginning of commercial-scale usage of the alternate jet fuel by aviation industry. As of today the commercial viability has been achieved for renewable jet fuels through demonstration of techno-economic feasibility for production path-ways (processes) namely HEFA (Hydro-processed Esters and Fatty Acids) technology and FT (Fischer-Tropsch) technology.
Next in the line is DSHC (Direct Sugar to Hydrocarbons) which is currently undergoing pilot projects for demonstration of its viability. Similarly, development work is under way for renewable jet fuels production through other technologies like HDCJ (Hydro-treated Depolymerized Cellulosic Jet), ATJ (Alcohol to Jet) and APR (Aqueous Phase Reforming).
Renewable Jet Fuels Development
Such development projects are now receiving funds from the governments and additional support may be forthcoming in the form of government incentives regarding tax breaks and mandatory use obligations) essentially required for reducing the production-cost-differential of renewable jet fuels and petroleum jet fuel for commercial aviation and aerospace by the EPA has established procedures for analyzing submitted petitions for life cycle GHG emissions associated with new fuel pathways.
Specifications for jet fuels are defined under ASTM D1655 and they mainly focus on performance properties like heat content (BTUs per lb), combustion properties, freezing point, viscosity, thermal stability, material compatibility and related safety hazards.
For standardizing purposes ASTM D7566 is the standard for certification of Synthetic Fuels, which also include renewable jet fuels, in consultation with ASTM D4054 for guidance related to testing as jet fuel alternative RJF. The drop-in RJF need to be additionally certified for equivalence in specification to jet fuels under the ASTM D1655 for direct mixing in aircrafts with being separately tracked for approval.
RJF is now available as a “drop-in” alternate fuel with performance and safety specifications equivalent to petroleum jet fuels. As such, RJF use does not require any modification in jet engines and this provides an opportunity window for the aviation industry to contribute towards reducing emission of greenhouse gases.
After proving its technical viability, the remaining major obstacle for viability of renewable jet fuels is related to production and consumption “scale-up”. This is expected to be overcome soon as commercial airlines start making medium to long-term fuel supply contracts with commercial producers of renewable jet fuels.
Commercial use of RJF will also get a boast as International Civil Aviation Organization (ICAO) has agreed global market based measures (GMBM): “Carbon Offsetting and Reduction Scheme for International Aviation (CORSIA) to address any annual increase in total CO2 emissions from international civil aviation (i.e. civil aviation flights that depart in one country and arrive in a different country) above the 2020 levels, taking into account special circumstances and respective capabilities.”
Investments in Renewable Jet Fuels
Blending is another area where RJF power generation producers are actively engaged with RSB (Roundtable on Sustainable Biofuels) for certifying blended fuels which are a mix of petroleum fuel and biofuels from special crops grown for the purpose. In South Africa Sunchem’s nicotine-free tobacco plant Solaris is an example of producing RJF through blending of biofuels with petroleum Jet-A fuel.
Such efforts will standardize the production and use of blended RJF while ensuring economic, environmental and social concerns of the society. The biofuel industry is targeting to achieve a 50% reduction in GHG emissions over the life-cycle through use of blended RJF in a ratio of 30% biofuel mixed with 70% of petroleum fuel.
An innovative approach to achieve the economy of scale and to reduce the financial costs in production of RJF is manifested by equity investment by United Airlines and Hong Kong based Cathay Pacific in Fulcrum BioEnergy Inc., Nevada, California.
Both the airlines, Cathay Pacific and United Airlines, in addition to equity investment have long term renewable jet fuels RJF supply contracts with Fulcrum BioEnergy. The Nevada based production facility having a capacity to produce 11 million gallons of fuel is expected to be operational in 2018. It is evident that aviation industry is gearing itself to implement the GMBM by the year 2020 for which renewable jet fuels is the light on the horizon.