This....

I think there are people out there that know nothing, but it seems to me that there are problems on both sides of the equation. It seemed to me 30-40 years ago, corps were willing to work with you even if you weren't a so called rock star.

As I have commented here before, the system is also broken and it is perpetuated by everyone. For example, any Joe can apply to 20 jobs a day because corporations solicit that and make it "easy" thanks to the Internet. Of course, they write "complex" software to filter which may not work well, so people feel a need to game the system/cheat to actually talk to a decision maker. Added to the problem is HR/3rd party recruiters who are not technical have inserted themself into the process.

The problem is that most software will filter these people out. Or HR/Recruiter is too stupid to know the difference between good and bad. Therefore, people feel the need to game the system to even talk to a human to actually gauge what you really need. In some ways, I don't blame them.

And this is the crux of the matter, wish I had mod points.

I think part of the problem is that we don't teach/train people well enough - that's why it appears people aren't qualified.

And on the other hand, we want someone with 90th percentile skill but will only pay them in the 50th percentile. That, coupled with the point above makes everyone scream "shortage"

Of course training needs to be improved, or at least there is some room for improvement.

My issue is that corps talk a big game - there there is a shortage of qualified candidates. What there is a shortage of is good training, planning, career paths and adequate salary. If there was really a shortage, we'd see changes in these areas.

But I feel that is true in any field.

I would also contend that you're looking in all the wrong places. Posting on Monster or Dice will get you all kinds of people.

and

But then, companies can't complain that there are "no qualified candidates." Saying that you don't offer any training, are a victim of poor planning and that there are no unqualified candidates are two contradictory statements.

I think you hit a good issue that has to be addressed. I think you need to be able to determine when there is a dip and take it on a case by case basis. Your divorce example is a good one. I think IF management knew that you may have a month or two off, they actually have the context and could give you the support you needed BEFORE any problems occur.