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This paper aims to present a knowledge-based fuel system, implementation and application, oriented towards its use in aircraft conceptual design.

Methodology and software tools oriented to knowledge-based engineering applications (MOKA) is used as a foundation for the implementation and integration of fuel systems.

Including fuel systems earlier in the design process creates an opportunity to optimize it and obtain better solutions by allocating suitable locations in an aircraft, thereby reflecting on the centre of gravity of the aircraft.

All geometries are symbolic, representing a space allocation inside the aircraft for the fuel system. A realistic representation of the real components could be realized in detail design.

Fuel weight is a significant part of take-off weight and decisive in aircraft sizing and range estimations. The three-dimensional geometry provides a better estimation of the volume that is available to allocate the necessary entities. It also provides fast measures for weight and balance, fuel capacity, relative tank positions and a first estimation of piping length.

Fuel systems appear early in the design process, as they are involved in several first estimations. By using a knowledge-based engineering approach, several alternatives can be visualized and estimated in the conceptual design process. Furthermore, using the weights and centre of gravity at different angles of pitch and roll of each fuel tank, the aircraft could be optimized for handling qualities by using automatically generated system simulation models.

The purpose of this paper is to identify what attention science pays to CSR communication for the process of career orientation and employer decision-making by the critical sought after top talent.

The review is structured as a systematic literature review of the CSR–HRM intersection. In 11 EBSCO online databases one of several “CSR-terms” was combined with one of several “HRM-terms”.

Although CSR has long been recognized as a relevant factor for organizational attractiveness (Greening and Turban, 2000) and talent attraction and its importance is reflected in the ongoing “war for talent” (Chambers et al., 1998) in which (prospective) leaders are considered a critical human resource for corporate success (Ansoff, 1965), few contributions are focusing on successfully recruited future leaders/high potentials.

There is a knowledge gap about the importance of CSR in high potential recruiting, which influences both resource-strong decisions on the company side and the communication behavior of applicants. Companies only know about a general CSR relevance for employees and applicants. Accordingly, no attention-optimized CSR communication can take place. In the highly competitive battle for the attention of high potentials, this leads to undifferentiated communication formats. At the same time, high potentials may not receive the CSR information of interest to them from an employer at the relevant time and therefore cannot present an optimal fit in the cover letters and thus cannot prove themselves as ideal candidates.

CSR is not only an obligatory field of communication for companies, but also a special opportunity in recruiting the young value-oriented generations Y and Z. The research on CSR communication in the course of their career decision has not been covered in a review so far, the research situation is thus explicitly addressed for the first time and practical implications for the post COVID-19 employer brand and recruiting communication are addressed.