I need an academic, writer, Ph.D. to research, write, and validate the "Rule of Three" in the job interviewing/hiring process. I need research validation and opinion for the following: Job seekers are best served by following the "rule of three" to communicate their value to any hiring manager. AND hiring managers are best served by following the "rule of three" to communicate their company's value to any job candidate. We believe that the evolution of commonly accepted hiring processes has lagged macro societal shifts that have significantly shaped workforce behavior in recent years. While the workplace and workforce have undergone dramatic change over the last few decades, new processes and technologies have focused on simply automating the filtering and distribution of an age old mechanism for connecting job seekers and hiring managers: the resume. Today's workplace is impacted by such trends as the decrease in attention span; increased demand for multi-tasking; mobility of work and the blending of workplace and home; the acceptance of digital interaction in place of physical interaction; the hiring of younger workers steeped in social media and its impact on work processes; empowerment of the individual; and increasing connectivity among employees and the impact it has on the importance of "fit". Our hypothesis is that in this environment, the resume, while still a valuable tool during the hiring process, is no longer an effective or valuable mechanism for the initial impression of a job seeker by an employer, and that a new mechanism is needed. The question then becomes, what is an effective mechanism? We see two key elements, a shift in the technology, and a shift in content. Specifically: Technology: While the resume has moved online, and the hiring manager is supported by a variety of tools for accessing and filtering resumes, a greater technology shift is needed to catch up with these macro societal trends. With advancements that have made video easily consumable whether at the workplace, home, or via mobile, the initial job seeker-employer connection can now be made through video. Content: While the comprehensive and detailed content typically included on a resume is essential to ensuring both basic qualification and to support the detailed interview process, we believe that a different approach to the initial screening could communicate much more about qualified candidates in the same amount of time required by a cursory resume review. Specifically, using a fundamental principle of memorable, high impact communication, the Rule of Three (via video) would communicate more to an employer about a job seeker than any other screening mechanism, in a very short period of time. We are interested in an academic grounding for why the Rule of Three is effective, and why, given shifts in the way we work, it may be even more relevant today than ever. While Professor George Miller's 1956 paper, "The Magical Number Seven, Plus or Minus Two" explored the limits of human working capacity under ideal conditions, we wonder what we could expect the working capacity limits of a typical HR or hiring manager to be in a workplace that is undergoing the type of shifts mentioned above. We are seeking a survey of current academic research in these areas and how they relate to the importance and efficacy of the Rule of Three in today's workplace. We would also like to explore historical grounding of its efficacy, from its use by famous orators such as Martin Luther King, to how the common recollection of communications (like Winston Churchill's "blood, toil, tears and sweat") can be transformed in collective memory to a Rule of Three ("blood, sweat and tears). Finally, we are interested in the implications of this research for screening and hiring potential employees in today's workforce. Desired Skills: Ghostwriting, Academic Writing Keywords: Academic Writing, Academic, Ghostwriting, Writing