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The IAB Technology Laboratory has released new “Guidelines for Identifier for Advertising on OTT Platforms” with recommendations on how to maintain a high-quality advertising experience within over-the-top television (OTT) environments—advocating that stakeholders manage advertising-related activities through an identifier for advertising (IFA).
Available for public comment through May 3, 2018, the technical guidelines provide instructions on best practices for delivering targeted ads, as well as controlling ad frequency and rotation across a wide variety of disparate smart TVs, connected devices, and other OTT systems.
In order to be compliant with these guidelines, devices and apps must store and send the following parameters as part of any ad request:
The guidelines also feature specific advice and intelligence for consumer electronics manufacturers, OTT app publishers, and ad/measurement platforms to address the needs of each of these stakeholder groups.
“After linear TV, more Americans watch video content on OTT than on VOD or DVR, and the medium is skyrocketing,” said Dennis Buchheim, Senior Vice President and General Manager, IAB Tech Lab. “The traditional semi-persistent cookie we are accustomed to using as an identifier on browsers isn’t at play across OTT systems, so we need to deploy other types of identifiers to ensure that ad experiences are optimal for consumers. These guidelines will direct stakeholders down the path of best practices to allow OTT to grow and evolve as a significant advertising platform.”
“Between smart TVs, connected devices, and other OTT systems out in the marketplace—all with varied approaches to identification—we’re looking at a ‘Tower of Babel’ challenge,” said J. Allen Dove, CTO, SpotX, and member of the IAB Tech Lab OTT Technical Working Group. “The new IAB Tech Lab guidelines solve these challenges and improve overall user experience. We are hoping that others in the industry also contribute their input to make these recommendations even more effective.”
After public comment concludes, the IAB Tech Lab OTT Technical Working Group will evaluate and incorporate the feedback received and release a final version. To review the proposed guidelines, click here.
The post First Look: IAB Tech Lab Releases ‘Guidelines for Identifier for Advertising (IFA) on OTT Platforms’ for Public Comment appeared first on Mobile Marketing Watch.
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The Next Web
The problem is that these campuses are generally designed to be fun, welcoming places.
YouTube says that it will improve its security at its worksites after a gunman shot three others and herself — but that’s going to be a tough task on Silicon Valley’s giant, open campuses.
The video company said that Nasim Aghdam, who authorities have identified as the killer, was able to enter the San Bruno campus through its parking garage and then access YouTube’s outside courtyard. She did not enter the actual corporate building.
The company is committing itself to better protect its employees.
“We are revisiting this incident in detail and will be increasing the security we have at all of our offices worldwide to make them more secure not only in the near term, but long-term” YouTube said in a statement late Wednesday.
The company and its parent Google did not respond to requests for details on what security precautions were taken Wednesday to secure their campuses.
The problem, though, is that these campuses are generally designed to be fun, welcoming places more reminiscent of an open college campus than a secured facility. Buildings are spread out and interlopers can wander between them with little notice. Visitors aren’t uncommon, and some are even implicitly welcomed with tourist-friendly photo spots like Facebook’s welcome sign featuring a ‘Like’ button or Google’s Android statuettes.
There’s likely to be a new debate in Silicon Valley about how these campuses are protected — much like we saw a debate over public spaces such as movie theaters after the shooting in Aurora in 2012 and a debate over schools after deadly incidents at Sandy Hook and more recently in Parkland.
Police say that they believe Aghdam parked her car near a neighboring business and then walked over, Smith and Wesson semi-automatic handgun in tow.
Authorities believe that Aghdam was frustrated by YouTube’s policies, including a recent push toward what she felt were algorithm changes that made it difficult for her to monetize her content on the platform. In one post, she called YouTube a “dictatorship.”
The White House might argue that its proposed tariffs on Chinese tech would punish the harvesting of American intellectual property while preserving the US economy, but don't tell that to the Consumer Technology Association's Gary Shapiro. The indus…
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Reports suggest that Apple is getting closer to implementing MicroLED in its future product releases, including the Apple Watch, with the display technology potentially offering a number of benefits compared to other methods. AppleInsider explains how the current TFT and OLED display technologies work, and how MicroLED differs.
AppleInsider – Frontpage News
On average, women are offered 4 percent less than men for the same job at the same company.
The pay disparity between women and men is often framed as a difference in experience. But women actually miss out on pay as they gain experience, according to new data from tech job platform Hired.
Within the first two years of working in a tech job, women in the U.S. ask for and receive 98 percent of what their male counterparts make in the same job at the same company, according to the report.
Over time, that disparity grows.
On average, women with seven to 10 years of experience, for example, ask for about 90 cents on the dollar and are offered slightly more — 93 cents for every dollar a man is offered. Women with 13 to 14 years of experience ask for 94 cents for every dollar and receive just 92 cents.
There are a number of reasons for this gap beyond simply asking for less and in turn receiving less. Entry-level jobs usually have more clear-cut salary data, so men and women alike know what a specific position is worth. As job candidates advance in their careers, data on a position’s salary becomes spottier, and raises and promotions are not dealt out equally between men and women.
Exacerbating this is the fact that salary requests tend to be based on current salary. That means that if, say, a woman doesn’t receive the same promotions and raises as her male counterparts, she will ask for less than men in each subsequent position, compounding the salary disparity over time.
Additionally, as women get older, they’re also more likely to have children, which is also linked to lower salaries.
The situation is worse for women of color or those who identify as LGBTQ.
Black and Latina women in tech make 90 cents for every dollar a white man makes. That’s a marked improvement over last year but the gulf is still substantial.
Overall, the study found that, in the U.S., men are offered higher salaries than women for the same position 63 percent of the time. It also found that companies offer women 4 percent less than men for the same role, on average. This is basically the same as last year’s findings.
Salary data reflects base pay only and is drawn from a sample of 420,000 interview requests and job offers among 10,000 participating companies and about 98,000 job candidates. Demographics data is self-reported. Hired job seekers set a preferred salary, and companies have to include compensation information for every interview request.
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