This is an INDUSTRY problem, not particularly an employer problem, though they certainly do a lot to fan the flame. A union won't solve all the problems and will make some of them much worse.
- Do not hire a person until existing employees are nearly 100% overbooked. No training or ramp-up time in the schedule.
- Want to hire the cheapest person who can barely get the job done
- Do not want to spend money on training or other activities that might increase employee value on the market (even though, in my opinion, that shoudln't be true)
- Do not significantly value sub E-level employees as investments, but rather fungible commodities to broker
- Vastly prefer to lay off people in position who have become expensive and hire H1Bs to replace them to cut payroll costs, essentially creating a glut of people with the same skillset.
Employees, particularly in Tech:
- Want to hire a drop in replacement. Look for someone with many years of experience doing exactly the job being hired for (i.e. create a niche/no-train, no hope environemtn)
- Tend to focus on job skills over job experience. Skills can be taught to any college hire, and ARE taught in low-cost regions, but tend not to be taught in western schools. Think languages (C), tools, mechanics. Things if you have the proper background and education you can pick up in a month or two. For any non-trivial job however, this is nearly worthless.
- Misapprehend "experience". Experience is not, or should not entirely be how long you've done a particular task. Most tasks can be mastered in well under 5 years. Experience is how many problems you've worked on and solved in your life. It's one thing to learn a solution (i.e. school), it's another thing to learn a problem. The more you've seen and internalized, the better you will be. Instead we interview for how well so-and-so knows how to write python, or how long as he been a python-engineer. Useless. I want to hear what projects he worked on, what solutions he considered and rejected, etc. I don't care what language he did them in, or if he was a cardboard-box folder for 5 years and has the audacity to apply to a plastic tub sealer position without any industry experience!
- In some fields, mine in particular, I have noticed people intentionally block candidates because they are not "in", simply because they are not already "in".
So in essence we are all responsible for creating this market we're in.