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Many, many people who would otherwise thrive in these jobs suffer from simple "soft skills". Being punctual, dressing appropriately, speaking in a coherent tone, etc., etc.
I can teach someone how to do what I do, but I've learned that the "soft skills" are a problem.
If they're late twice, they're gone. No ifs ands or buts.
This comes from experience.
Maybe if you stopped firing employees for arbitrary reasons you wouldn't have so much trouble recruiting and keeping good employees.
If a firm can't fill a position at the pay rate offered, then that pay rate is by definition not the "market rate" or "what the market is willing to pay." Market equilibrium requires a price that is acceptable to both the supply side and the demand side.
On a related note, I am having trouble finding a new BMW for under $10K. I suspect there's a shortage of qualified luxury automobiles.
I am in Engineering and I know there is a shortage of good Engineers. We have trouble retaining people despite decent pay and benefits.
My question for you is what percentage of college graduates with an engineering degree would YOU classify as "good engineers"?
It seems obvious that these "good engineers" can demand better than "decent pay and benefits" in the current job market. Perhaps if you boosted the compensation package from "decent" to "good" or even (dare we dream?) "very good", you might keep more "good engineers" for the long haul, and maybe attract some "very good engineers" as well.
My question for you is what percentage of college graduates with an engineering degree would YOU classify as "good engineers"?
It seems obvious that these "good engineers" can demand better than "decent pay and benefits" in the current job market. Perhaps if you boosted the compensation package from "decent" to "good" or even (dare we dream?) "very good", you might keep more "good engineers" for the long haul, and maybe attract some "very good engineers" as well.
I've seen plenty of cases where good engineers were allowed to leave because the higher ups didn't appreciate their talents. Some of the top software companies put you through the gauntlet to ensure they are getting top talent. They also provide tons of incentives for these people to stay once they are hired. Other companies are more lax in their hiring. This doesn't mean they can't get lucky and get some good engineers. However, the leadership that is lax in hiring is probably also bad at appreciating talent when they see it.
So whats the deal if supposively people complain there are not enough high paying liveable jobs
Truckers
Engineering
Programmers
Nurses
System admin
Network admin
I have seen a lot of opening for these careers
High paying but go unfilled ever why is that?
So answer this, Mr. Professional. How many job openings in these fields are for entry level positions that both pay a low but living wage AND are willing to hire actual entry level employees with education but no experience in those fields? I'm wagering near to zero. Without those jobs to start, there is no availability of experienced employees to fill the higher responsibility jobs.
From an IT perspective, it is usually pay and unrealistic expectations. Many job openings for Systems Administrator or Network Administrator are basically interchangeable. They expect candidates to be well versed in Active Directory, Exchange, Linux, Microsoft, VMWare, Citrix etc on the "system side" and also well versed in Cisco, HP , VOIP, Telecom, etc. on the "network" side. Throw in the desire for project management skills, SAN storage, a couple programming languages and scripting skills and you have this list that few people will ever begin to match.
Then comes the expectation that for all that they only want to pay $75k in Denver/Seattle/Portland/NYC markets because they view the position as a "backend" job, meaning they aren't "direct-facing" employees for customers, unlike the applications specialists or the software/web designers.
Finally, after all those requirements and relatively low pay.. those positions generally require some, if not a lot, of after hours support and other factors that eat away at the work vs. life balance that many people are trying to improve.
Many, many people who would otherwise thrive in these jobs suffer from simple "soft skills". Being punctual, dressing appropriately, speaking in a coherent tone, etc., etc.
I can teach someone how to do what I do, but I've learned that the "soft skills" are a problem.
If they're late twice, they're gone. No ifs ands or buts.
This comes from experience.
Quote:
Originally Posted by mitsguy2001
Maybe if you stopped firing employees for arbitrary reasons you wouldn't have so much trouble recruiting and keeping good employees.
Seconded. Firing people for being late twice is a great way to show that your expectations are completely unreasonable and unattainable. I write this post as both a manager and as a report. I would never treat my reports this way, and would never work for a manager who treats people this way.
I suppose this might make sense in a very small number of positions where being on time is mission critical, but in normal everyday jobs it just isn't realistic (or smart- hiring good people is expensive and firing for silly infractions is incredibly wasteful of company resources).
So whats the deal if supposively people complain there are not enough high paying liveable jobs
Truckers
Engineering
Programmers
Nurses
System admin
Network admin
I have seen a lot of opening for these careers
High paying but go unfilled ever why is that?
I can't believe you listed trucking, that is an industry well known for treating people like dirt and paying very low wages relative to the # of hours worked. Would you be willing to start in the 30s so that you can do one of the most dangerous jobs available, sleep in the tiny cab of a truck and be home 1 or 2 days a month? If you are married, in a relationship or have kids that you spend time with - you won't after you do the job long enough.
Truckers
Engineering
Programmers
Nurses
System admin
Network admin
I have seen a lot of opening for these careers
High paying but go unfilled ever why is that?
So answer this, Mr. Professional. How many job openings in these fields are for entry level positions that both pay a low but living wage AND are willing to hire actual entry level employees with education but no experience in those fields? I'm wagering near to zero. Without those jobs to start, there is no availability of experienced employees to fill the higher responsibility jobs.
I thought most of those programs upon graduation would have already allowed them to get some skills in that field...
They should not be completing those programs if they had no experience... I don't know about the admin jobs, I'd assume that college should have given them enough so they knew barrel end from the trigger end of a gun to not shoot themselves in the foot... the rest is just adapting to similar but new tools
if they had graduated with no experience, they shot themselves in the foot :S i don't feel sorry for them because the programs I know for those provide enough opportunities for students where that shouldn't be the case
I'm not saying they will have their pick of jobs, but they should be skilled enough to get hired somewhere that is decent, if they are turning them down because they expect more, that's their problem
I'm a trucker who's looking at going into this sort of field later on in life.
If I ever find time to get all the studying redone and mastered with the woe-is-me hours I'm putting in right now.
Last thing I want to do is expect to perform some mid/late life career change and then find out about some, de-facto, age stipulation.
In that case, use that engineering education to start my own business by the time I hit my late 40s/50s, I guess.
You would have better luck finding a unicorn with a winning lottery ticket in its mouth than finding a job as an entry level engineer in your late 40s/50s.
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