Worst ATM Robbery Fails

Worst ATM Robbery FailsCredit ChiccoDodiFC/Shutterstock What is it about the ATM that makes it seem vulnerable? Perhaps its because theyre shrouded in the kind of ubiquitous plastic thats reminiscent of all cheap, poorly crafted things. Maybe its because ATMs seem to always be just inside the door of convenience stores.Perhaps the allure of all that idle money sitting in the bottom of some automated machine is just too much for some people. Whatever the reason, a lot of people have tried to steal ATMs. Some have succeeded, but many have failed. And for that, we are grateful. One of the little joys in life must be watching criminals fail at doing what theyre supposed to be good at committing crimes.Well see car doors get ripped off, vehicles buck under the weight of an ATM and spontaneous explosions sputter out of control. All the videos, however, have one common theme wannabe thieves will speed off empty-handed. It turns out ATMs have some pretty intense security features (who would have thought?). So, a word to the wise Ripping ATM machines out of the ground isnt easy.Editors note Looking for an ATM for your geschftliches miteinander? Fill out the below questionnaire to have our vendor partners contact you with free information.This guy pulls up in arguably the fruchtwein identifiable truck in that community. Hes even got an ad, a sign or something on the back left side of his vehicle. The cops in Australia probably identified this perp in about half a second. My favorite part of this video is how the guy looks at the camera before destroying the door to the convenience store. But he doesnt even throw that white square (whatever it is) through on the first try. Weakling.And the piece de resistance, he doesnt hook the chain up to his truck. Thats probably for the better, since his rusty truck would have disintegrated trying to pull the ATM out of the convenience store. As a solo show, this guy stinks. Maybe he needs to recruit an ac complice or supervisor to make sure he checks all the boxes next time. Either way, the versicherungspolice probably already found this guy thanks to that unique truck.via GIPHYI admire the bravado of these two, backing right through the entranceway of some government building in Texas. Of course, things arent going smoothly from the get-go with these two. The doors that they busted through get stuck on the truck. Once the line is hooked up, the second suspect cant get back into the truck. It looks like its locked.Instead of having his buddy unlock it, he decides to get into the bed of the pickup truck, which is a ridiculous move when you think about how simple it is to unlock your car. Well chalk this move up to the heat of battle, I guess. All in all, they only succeed in yanking the front panel of the machine off. Well give these two an A for effort and a D for execution. Hopefully, that front ATM panel was worth the criminal record.via GIPHYTaking a break from the vehicle robbery variety, this thief decides hes going to blow up a drive-thru ATM. Its a bold strategy, and it most certainly does not pay off. His explosion worked, but the timing was all wrong. It seemed he was OK to run away afterward, but the explosion did considerable damage to the ATM. All the money, though, remained safely inside.via GIPHYRiding into a gas station while laying flat in the bed of a pickup truck just feels like an laie move. The guy in the bed of the truck isnt even wearing a ski mask. Hes laying down back there like he thinks hes in some heist movie. Then this Einstein proceeds to hop out and get the chain around the ATM (doesnt move the trash can), only to have the vehicle pull the thing like an inch. His buddy tries to help him pull the ATM out, but to no avail.via GIPHYThis is an ambitious attempt. Weve already watched three pickup trucks get humbled by the weight and security of the average ATM. How will things go down with what looks like a Hyundai Santa Fe? Exactly as youd expect. They manage to get a cable around the ATM, the vehicle speeds off and a window blows under the pressure. The ATM, on the other hand, didnt even budge.via GIPHY fahl DAngelo Matt DAngelo is a Tech Staff Writer based in New York City. After graduating from James Madison University with a degree in Journalism, Matt gained experience as a copy editor and writer for newspapers and various online publications. Matt joined the staff in 2017 and covers technology for Business.com and Business News Daily. 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Top 10 Most Popular Internships On WayUp This Month (February 2019)

Top 10 fruchtwein Popular Internships On WayUp This Month (February 2019)Top 10 Most Popular Internships On WayUp This Month (February 2019)Sometimes the hardest part of finding a summer internship isnt getting an offer. Its knowing what you actually want. Unlike full-time jobs which require some sort of background or experience in the topic, many summer internships are open to college students of any major with all different sorts of experience on their resumes. That means the possibilities are endless.And if youre not sure what to do with those endless possibilities, then weve got some ideas for you. All of these internships struck a chord with your fellow WayUppers.Can you find your dream internship on this list?1.McDonalds Corporate Internship Program McDonalds Corporation2. Wealth Management Summer Internship Deutsche Bank 3. Software Engineering Summer Intern Samsung4. 2019 Summer Technology Internship T-Mobile 5. Operations Supply Chain Summer Internship LOral 6. Software Engineering Summer Analyst BlackRock 7.Data Science Intern Thermo Fisher Scientific8. 2019 abverkauf Intern Gallagher9.Summer Recruiting Internship TEKsystems10. Finance Intern Lockheed MartinBONUS Sales Operations Intern WayUpNot seeing your perfect summer spot on this list? Dont sweat it. There are thousands of other internships hiring right now on WayUp.

An OK Personality Theory for Recruiters

An OK Personality Theory for Recruiters Im OK, make sure youre ok..no matter how long it takes.lyrics, Im OK, Youre OK, by the 70s punk group the Dickies KNOT OK/Image Michael MoffaGiven that there are so many personality-type classifications that are floated, many of which sink after even the casual scrutiny test, its nice to find one that is at least on intelligent inspection not only interesting and fun, but also useful and durable.One in particular that Ive always found helpful in describing, explaining and predicting behavior and motivation is the Transactional Analysis theory of (leid) OK interactions between and among people. Simple, clear, easily remembered, logically structured and empirically well-supportedby common sense and daily observation as well as by clinical psychological analogues, what I shall call the (elend) OK Theory may be very helpful to you in identifying and managing you r recruitment interactions with the Big Three Cs candidates, clients and colleagues.A Brief OverviewA classification of 2-person interactions inspired by Eric Berne, author of the best-selling Games People Play, and developed by Thomas Harris in his book Im OK, Youre OK, the 4-fold 1970s categorization of types of interactions is utterly simple and mnemonic (easily remembered). Just imagine any two people and their attitudes toward each other on any specific occasion (a state) or their habitual attitudes and dispositions toward each other (as traits of personality or character).Adapting the Harris-Berne framework for the purpose of this explication, here OK can be informally and approximately rendered as not viewed with negative emotions, such as suspicion, blame, hate or doubt and not regarded as inferior.1. Im OK-Youre OK2. Im OK-Youre Not OK3. Im Not OK-Youre OK4. Im Not OK-Youre Not OKThe first one, Im OK-Youre OK describes the attitude that I dont blame, or have doubts, hate, s uspicions or a sense of inferiority regarding either you or me. An applicant who seems at ease with a recruiter, doesnt put on airs, is not suspicious, guarded, critical, rude, defensive, self-deprecating, insecure, obsequious, unctuous, hostile, aggressive, or otherwise off is in all likelihood approaching the interaction with a very egalitarian, democratic, fair-minded and open attitude.Not only is this a cultural ideal in democratically-minded eqalitarian societies like that of the U.S., it is a common clinical and therapeutic ideal for people striving for self-help and self-improvement and not a bad goal to aim at for the rest of us.Sex in the City, Patterns in the OfficeMy hunch is that the enormously popular Sex and the City TV series and movies had the character Carrie Bradshaw, played by Sarah Jessica Parker, narrating each episode because she seemed to have most closely approximated this very even-handed, fair-minded type and ideal role-modelor so I and various female frien ds have thought.On the other hand, Samantha Jones (Kim Cattrall), the most sexually predatory of the four characters in Sex and the City is, by consensus among those Ive asked and in my judgment, the Im OK-Youre not OK typebut mostly in her situations and dealings with men, which, of course, did not exhaust her interactions with people, even if they exhausted the men (in both senses of exhaust).For her, the Im OK-Youre not OK stance welches much mora than an occasional state It was a pronounced trait, but one most prominently displayed in her frequent encounters with men.Her Im OK-Youre Not OK counterpart in recruitment is best exemplified by a writer I interviewed in Tokyo for a position with Business Insight Japan Magazine, for whom I was the editor-in-chief in the late 90s. Not an apprentice writer, he had strong street cred, having been, as he was quick to mention, published in Newsweek, an accomplishment of which he seemed inordinately proud. The problem was that he regarded hi s talents as a license, not as a gift.Confidence that had mutated into arrogance was evident the moment I offered him a coffee As I did so, he said with a clearly imperious tone of voice, Do you have real cream, or crap? For me, the interview was basically over at that point, and we didnt hire him, Newsweek or no Newsweek. What went wrong?As I saw it, he was approaching the interview from the Im OK-Youre Not OK positionsomething a job applicant should never do, unless its for a posting as strutting SS Obergruppenfhrer and the placement is a shoe- or boot-in.Of course, kennzeichnung his attitude is not enough. But it is a good, insightful first step in understanding the dynamics and revealed patterns of behavior in situations like that.Making Use of the LabelsFirst, it makes it clear how relational interactions are. Instead of trying to figure him out by making him the entire focus of your reflections, your task becomes trying to make sense of the relationship with you and what would tempt a candidate to try to run that kind of Im OK-Youre Not OK scenario with you, given that, like Samantha of Sex and the City, the targeting is likely to be selective. Of course, that unwelcome OK/Not OK strategy could be a blanket one, used on everybody. In that case the trait is pervasive, persistent and more likely to be incorrigible.Another benefit to be derived from the OK model is that it can sharpen your detection skills You may be able to extrapolate something very important from an otherwise ostensibly innocent and innocuous bit of behavior that seems to raise no red flags, e.g., an applicant telling you that although the prospective employer companys total sale last year were pretty good, their rate of growth was flat. Of course, the facts are the facts. But the way in which they are cited, e.g., the tone, intent or the timing and context of the comment, e.g., anything that suggests the applicant is too good for the company, can serve as a coal mine canary warning of p ossible trouble on-site, after placement. Moreover, identifying the pattern as OK/Not OK may facilitate the connection of previously unconnected dots of the applicants behavior.The Unhappy Dream EmployeeThe Im Not OK-Youre OK applicant can, for certain kinds of companies or bosses, be the dream employee Saddled with self-doubt, or shaky self-esteem, someone with this stance is very likely to make strange efforts to please to fear, as opposed to simply dislike, confrontation and conflict with anyone with whom he interacts on this Not OK/OK grund and to waive various rights.Symptoms of the pattern might include hesitating to take earned time off, hesitating to voice any complaint or criticism, tolerating abusive co-workers, or in extreme instances displaying a pronounced tendency to fawn or grovel.On the positive side, a milder version of this can be manifested as a consistently sunny disposition and willingness to pleasewhich, of course, certainly does not mean that any given happy p erson must feel he or she is not OK. Just as two men may refuse to fight each other for totally opposite reasonsone from fear, the other from the self-discipline of a martial artist, any two employees can display the same behavioral trait, such as a pleasing manner, but from entirely different, indeed opposite motives and self/other-perceptions.To intelligently apply the OK Theory perspective, you must apply it to discern underlying motivation and emotions as well as to raw behavior, such as tone of voice, body language and actions.Of course, helping an employee change his or her stance from Im Not OK-Youre OK to Im OK-Youre OK can benefit everyone, e.g., through encouragement of a more proactive approach to work and workplace relationships. Sometimes this can be as simple as sincerely complimenting the employee for a job well done other times the Not OK/Ok stance will require prolonged and varied efforts that may nonetheless not effect significant or enduring change.Welcome to Our NightmareThe final category, Im Not OK-Youre Not OK is the nightmare pattern. The analogue of this in clinical psychology seems to be that of the hopeless and panicked hysteric who doubts, fears, suspects or is otherwise negative about not only himself or herself, but also youand possibly everyone else, as well as the situation. Interestingly, some classical clinical psychology classifications, viz., the schizoid, manic-depressive and hysterical, plus the well-balanced personality seem to roughlyonly roughlymap into these four (Not) OK types, as OK/Not OK, Not OK/Ok, Not OK/Not OK and OK/Ok patterns, respectively.The Im Not OK-Youre Not OK stance is likely to be manifested as on-the-job hopelessness, helplessness and a tendency to catastrophize and see problems as unmanageable crises. Thats because, from the perspective of this pattern, there is no one to turn to or depend on for a way out of real or imagined emergenciesthe latter being more likely the more helpless and hopeless one feels.On the positive side, the Im Not OK-Youre Not Ok posture does have one thing going for it.Its very democratic.

The Experts Weigh In Recruiter Insights On Candidate Experience

The Experts Weigh In Recruiter Insights On Candidate ExperienceThe Experts Weigh In Recruiter Insights On Candidate ExperienceEven with all of the technology available to recruiters, finding great candidates can still be a challenge. Here at Simply Hired were pushing the boundaries of whats technologically possible in matching job seekers to openings, and were interested in how other technology leaders approach solving the recruiting challenges of today.In May we played host to our first Innovation in Recruitment Forum in San Francisco. The evenings expert panel was moderated by Gerry Crispin, co-founder of CareerXroads. Our panelists were Robert Hohman, CEO at Glassdoor Stacy Donovan Zapar, Candidate Experience Engagement Leader at Zappos Dan Finnigan, CEO atJobvite and Simply Hired President and CEO James Beriker. Attendees included human resources and talent acquisition leaders from NetApp, Groupon and Bank of the West.One theme of the evening was candidate experience. As the mas termind behind the Candidate Experience Awards, Crispin often mentions how hard it is for candidates to apply to some companies. The two aspects of the candidate experience that were top-of-mind for panelists were 1.) the mobile job seeker experience and 2.) employer branding content.About one-third of Simply Hired job-seeker besucherzahlen is mobile, and that number is only going to rise. So its increasingly important that the user experience be as mobile-friendly as possible. Pinch and zoom is not a mobile strategy, said Donovan Zapar. Candidates should be able to easily read job descriptions from their mobile devices, apply and view employer branding content.Hohman said that 44 percent of Glassdoors traffic and 47 percent of LinkedIns traffic is mobile. A Glassdoor survey showed that one in four job seekers said they wouldnt apply to a company if it didnt have a mobile site.Beriker cited Simply Hired data on how mobile job seekers are more engaged, looking at jobs on both mobile devices and personal computers. According to Simply Hired research, 85 percent of job seekers want the ability to apply for jobs via mobile devices. When unable to apply on mobile, theyre forced into a hybrid approach where they search for jobs on mobile but apply via desktop.Employer brandingcontent helps with candidate engagement. Crispin believes that the companies with quality content in addition to innovative recruiting technology tools will be the ones to move forward rapidly.Candidates are looking for information on sites like Glassdoor because it helps them make decisions about which companies to apply to. Millennials in particular have come to expect transparency from employers, although Crispin mentioned a study that showed Baby Boomers were the most likely to complain online about a bad experience with a company.The panel echoed the common industry notion that recruiting is a lot like marketing, and both Zapar and Finnigan emphasized the candidate funnel. Finnigan spoke a bout how applicant tracking is similar to sales force automation in that it converts the candidate into a sale. Just as marketers think about social, content and advertising, recruiters should do the same.Zapar spoke about the relationship-building aspect of recruiting and said that recruiters ought to have a pipeline of candidates in anticipation of job openings before they occur. Beriker challenged the group to create tools that allow candidates with a wide variety of skills and technological sophistication to find a better job.Data was another issue on everyones mind. Hohman mentioned that recruiters spend $14 1000000000000 per year on advertising, but when compared to traditional advertising little time is spent tracking ad spend. The industry should focus on optimizing channels by measuring return or cost-per-hire for each channel. The tools are now available to create greater efficiency in recruiting through measurement and optimization. Both Finnigan and Hohman gave a nod to Simply Hired as being a leader in delivering candidates at attractive cost-per-hire, which of course Beriker appreciated.Crispin concluded the panel with a call to make a commitment to use all available tools, and he hopes to see more case studies about new best practices. He also emphasized the importance of better understanding job seekers. Thats something we think about every day here at Simply Hired as we review searches from millions of job seekers every month and conduct one-on-one interviews with job seekers to better meet their needs.Read more articlesSimply Hireds Innovation in Recruiting Forum 2014

How Do I Stop Hearing, Youre Overqualified

How Do I Stop Hearing, Youre OverqualifiedHow Do I Stop Hearing, Youre OverqualifiedYou have to strike a delicate balance between showing experience and showing age. Cutting early history from the resume means you may cut off too much experience. Yet presenting too much history may place you smack dab in the middle of an age discrimination scenario. No ones going to speak the words to you that your age is the problem, so youll just hear some version of, youre overqualified.Overqualified is coded language, translating to old or expensive. They may say something that sounds vaguely complimentary, like, you might be a big fish in a small pond around here, or, you have so much knowledge and expertise that were a bit concerned youll get bored. When you hear any version of the above, here are some strategies to use to keep your candidacy alive.Fact Check Your Own StoryWhen a candidate tells me that theyve heard mora than once theyre overqualified, I investigate whether theyre targeting rol es on a level appropriate for them. For example, there was a candidate whose last 2 titles were CFO and COO, both at small organizations, who was seeking a Controller position.In his mind, of course he could meet all the qualifications for that job. But this is leid about only whats in your mind as the candidate. Its critically important to consider the scenario from the recruiters perspective. The recruiter is likely thinking, Why is THIS candidate applying for THIS job? It doesnt make sense.If your resume and LinkedIn say too much, thats the 1st thing that will prompt the potenzial employer to label you as overqualified. The CFO / COO presented numerous strategic leadership achievements, as well as success stories regarding companies he grew from nothing. All of this was wonderful, but it was over the top for a Controller position.Look at your own facts. You dont have to present all of them. That can be the equivalent of fire-hosing the employer, letting him know the full totality of what youve done in the past, when the reality is hes only looking for a candidate to fulfill a smaller set of tasks in the particular role hes looking to fill.Stop Self-StereotypingMature workers are looked upon as experienced, reliable, stable, and loyal, with good practical knowledge. If your resume says things like this, first of all, the employer already expects that from your age category. Secondly, youve labeled yourself with a stereotype that further penetrates your age into the potential employers mind.Instead, tell the employer what he doesnt already know about you that you are creative, energetic, and comfortable with new technology. These are all the points employers assume about younger workers. Therefore, these qualities are exactly the types of things you will want to emphasize.Overcome the myth of a digital divide. Its important to fight the perception that your skills and knowledge might not be on the cutting edge. Theres no excuse for not having technology skill s. Spend productive time on the Internet. Stay up to date with technological trends. Learn what you need to know for your next role by tapping into YouTube, Udemy, or Coursera, where you will learn, almost literally, anything and everything under the sun.Ace Your InterviewsBe strategic in your interviews. Know who youre dealing with and what kind of baggage theyre going to bring to this conversation that will help or hurt you. Your overall attitude during your interview needs to be one that shows respect and deference. The interviewer is already starting off the discussion very likely believing youll never be able to work for a boss whos younger than you are. A younger boss may feel awkward giving you direction.What youre going to do is smile and make them feel comfortable. Then, address their concerns, whether they actually spoke the words or not. Discuss examples of when you were coachable, took direction, and accepted constructive criticism in order to learn from others. While yo u may be more experienced than the person interviewing you, dont be a know it all. Seek out the interviewers opinion about the industry. This approach will open the employers mind and help him envision you as a contributor to the organization.Youll hear the overqualified objection significantly less as long as your resume is targeted to the job without being over the top, make sure not to stereotype yourself, and be extra respectful, deferential, and inquisitive in your interviews. The job market is hot for candidates over age 50, as long as you know what to do. Join us for more on this in, 3 Simple Steps To Cut Your Job Search Time In Half You can see exactly what candidates ages 55, 56, and 57 did to land the jobs they have right now.

No BS Engineering Elephant Dung to Help African Farmers

No BS Engineering Elephant Dung to Help African Farmers No BS Engineering Elephant Dung to Help African Farmers No BS Engineering Elephant Dung to Help African FarmersBotswana is home to more than 130,000 African elephants, more than all other African countriescombined. Unfortunately, those elephants have begun exploring beyond the national parks, encroaching into areas where Botswanans live. This is a herausforderung for people, since elephants that encounter human settlements fight with livestock for water and raid crops at night. Angry farmers will set traps or tip off poachers to the locations of elephants.My teammates in the International Development Design Summit were each from different villages in Botswana. After a brainstorming session to identify the problems, we proposed developing a device for farmers to manufacture their own elephant repellent. We started with information from a local non-governmental organization called Ecoexist and found that elephants are afraid of fi re, smoke, bees, and electricity. We knew that electric fences are too expensive for most small farmers and notlage culturally suitable to protect ranchers water points due to the practice of free range livestock in Botswana.The bulk of the briquettes is elephant dung found near villages. The paint can protects the burning briquettes from the rain. Photo Engineering for ChangeMy team, composed of three locals and myself, got to work testing recipes for what we call a chili briquette. When burned, the smoke from the briquettes can turn away unwanted elephants. The bulk of the briquette is elephant dung itself, which is easily found close to villages where people gather firewood. The second ingredient gives the smoke an extra elephant-repelling kick chili peppers. Cooked sorghum porridge, a common breakfast food, welches used as a binding agent. After conducting user research, our team identified a need for the chili briquettes during the rainy season when farmers plow and the elepha nts come to eat the crops. Knowing this, we designed a mbaula (metal stove) out of a paint can with a lid for keeping the rain off the burning briquette.Read More Spray-On Antenna Could Signal the Future of WirelessAfter testing the burning bricks, we identified a recipe that makes strong, irritating chili smoke and burns slowly to last all night. The chili briquettes use a ratio of 21 elephant dung to chili and a ratio of 201 elephant dung to soft porridge. The overall recipe is 20101 dung to chili to porridge. This contains the right amount of chili to produce strong-smelling, irritating chili smoke, and the right amount of fuel and moisture in the chili bricks for them to dry quickly and to burn for a long time. According to the farmers who have tested bricks so far, five nights of continuous burning are enough for elephants to change their corridors and stay away from the fields.The chili briquettes are such a cheap and simple solution theyve generated a high demand for a busine ss to make and sell them to farmers and ranchers. My team used sketch-modeling to design and iterate a press mechanism that could produce enough force to compress the briquettes on a commercial scale.Importantly, my team members were not experts in engineering or design. But one goal of the International Development Design Summit is for participants to learn through trial and error. Accordingly, the first prototype we built welches a wooden box that was hard to clean, made briquettes that were too small, and lacked the force to compress the briquettes properly.A metal press raises and lowers a heavy concrete block to form the dung mixture in a removable mold.Our team split into two after creating the first prototype. I worked on the stove and tested briquette recipes while others began building a second press. That press was larger, made from metal, and had a handle that raised and lowered a heavy concrete block into a removable mold. Upon testing, we found that this prototype was t oo expensive and mechanically inefficient to produce affordable and well-compressed chili bricks. After the summit, many participants reported that they felt empowered to continue applying the design process to solve everyday problems. Two team members even agreed to continue developing the technology in their home villages of Kaputura and Rakops.There are now two new businesses in my teammates home villages of Kaputura and Rakops making and selling chili briquettes. The two innovation centers, established as part of the summit, will help the entrepreneurs with tools, design help, and business support as they scale up and protect many more elephants and humans from each other.Listen to ASME TechCast How Engineers Close Communication Gaps with Non-engineersAnna Libey is an Engineering for Change Research Fellow and an environmental engineer, with a focus on water and sanitation for international development. For more articles on global development visit www.engineeringforchange.org.

A One-Minute IQ Test for Job Applicants

A One-Minute IQ Test for Job Applicants A One-Minute IQ Test for Job Applicants Or will you? (At least one big-league online news network suggested that indeed you will, with its slightly garbled story headline Watching This Video of Black and White Bars Could Predict Your IQ.)Recently reported research conducted at the University of Rochester suggests a link between IQ and the ability to detect the direction of motion of animated vertical lines moving like ripples across a screen (much as shown in the image below and exactly as in the video). Somewhat unexpectedly, the study suggests that the higher the degree of perceptual intelligence and the larger the test image, the worse the performance.Thats because highly intelligent people are very good at filtering out and suppressing hintergrund noise when laser-zeroing in on what is occupying their minds. The larger the image, the more it becomes background and therefore the likelier it is to be ignored, unprocessed or otherwise fail t o register.Apparently, the more intelligent the video viewer, the smaller the image has to be (within limits) in bestellung to identify the direction of motion.Conducted through collaboration among various departments, including the Department of Brain and Cognitive Science at Rochester, the research results were summarized in the online posting of the study, as follows IQ scores are predicted by individual differences in sensory discriminations. High IQ is associated with motion perception impairments as stimulus size increases. The results link intelligence and low-level suppression of sensory information. Suppressive processes are a key constraint of both intelligence and perception.Before rigging up tiny screens flashing LED rapid-burst vertical ripples or arrowheads leading to the interview room (in order to guide and identify the most intelligent candidates to the room) or huge screens (with the ripples/arrowheads pointing to the exit, for everybody else), you may want to hit the pause button on that video and the research, in order to ask several presumably intelligent questions, based on the presented summary.1. 1. Are general IQ scores so closely correlated with sensory discrimination? What about logic, verbal fluency, mathematical calculation, spatial orientation and relations, static pattern recognition, memorization skills (including photographic memory), motor intelligence (e.g., fitting pegs into holes) and the like. Do all of them correlate that strongly with sensory discrimination, and if so, with which kinds, e.g., visual only, or also auditory, olfactory (smell), tactual (touch), gustatory (taste) and/or even gravitational? Are we to conclude that dog-nosed professional wine tasters (sommeliers) are, on average, smarter than most of us?Read that verbatim summary above one more time IQ scores are predicted by individual differences in sensory discriminations. Where does that leave the musically brilliant, but blind Stevie Wonder- or is there n o such thing as musical intelligence and musical genius (even if utterly absent in some of the worst genres of modern music)?The likeliest reply is that the correlations are valid only for the visually unimpaired- which is obviously true for the cited study.Still, the case of Stevie Wonder does suggest the need for controls for eyesight in research population, specifically over comparable, if elend identical, acuity.Otherwise, another correlation might be found between poor visual discrimination and high intelligence, based on performance with eye charts and comparison of the low eye-chart scores of nearsighted bookworm academics with those of everybody else.I easily and more readily perceived the direction of the lines in the smaller images. But I thought I also saw motion (presumably correctly) in some of the larger ones (the rest looking static). So, does that make me smart, but with a helpful degree of averageness for backup?Although I have been a professional musician, I do not have absolute pitch and cannot, therefore discriminate C from C auditorily- even though I have no problem in locating them visually on a keyboard. So is the IQ yardstick only visual sensory discrimination?Or is the kind of sensory discrimination that correlates with high IQ only in the modality specified in the research protocol, namely, moving lines set against fields of varying size?2. 2. Exactly which sensory discriminations are markers for intelligence? The doubt and red flags being raised here boil down to this OK, so sensory discrimination correlates with IQ. But, which senses- only visual? How about multilinguals who can distinguish seemingly indistinguishable tones in other languages- and therefore learn them more easily than others. Which candidate would you want to hire- the guy who not only knows the difference between his left and his right, but can also visually discriminate which way vertical lines are moving, or the German linguist who can perfectly discriminate the six tones of Vietnamese?3. 3. Can we be smart with respect to one kind of sensory discrimination, but less so in terms of another, e.g., visual vs. auditory? If sensory discrimination correlates with intelligence, what happens when normal, unimpaired performance in one sensory domain is much worse than in another? For example, my sense of smell is very acute and discriminating (or so I think) but I cant distinguish a Siamese cat from an Abyssinian by blindfolded touch (or should I be able to?). Joking aside, I can distinguish visual Chinese characters much more easily than when they are pronounced.What implications does that have, if any, for sensory discrimination-based concepts of intelligence? Clearly the existence of homonyms- words that sound the same, but have different meanings, e.g., bored and board, can make sensory discrimination of these as auditory inputs impossibleConsiderations like this one raise the question of whether the sensory discriminations that correlate with intelligence are only the raw ones- pure physical stimuli, with no semantic, cultural, otherwise learning-based or other complicating variables affecting attempts to discriminate among them.4. Is your dog smarter than you? Take yet another look at the first statement of the summary IQ scores are predicted by individual differences in sensory discriminations. So, if I had a dog, it would have a higher IQ than mine, because it can distinguish sounds, smells and tastes not only better than I can, but in ranges I cannot perceive, e.g., ultra-high frequencies. By the same token, and confining the discussion to visual discrimination- the key parameter of the Rochester study, are eagles smarter than us because they can distinguish a mouse from a cigarette butt while soaring high in the sky?If you jumped to that conclusion, subtract a couple of IQ points from your score, or add a few to what you thought your dogs IQ is. Nonetheless, it is worth asking whether IQ is acuity-dependent- with fi ner discriminations evidencing higher intelligence, or whether the key claim of the research is only the narrower one that IQ is field-dependent, in this case, dependent on the relative or absolute sizes of the visual fields (of the sort used in the video).Until these and probably a lot more other questions are formally raised and answered, its probably better to wait before installing that flashing office LED screen to screen job applicants. But, to hedge your bets, there is one way to apply the Rochester results and video that will enable you to estimate their intelligence.Have them watch the video and tell you whether they think it tells us anything about intelligence.