- 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.
But that would cost money and none of those things have (easily measurable) returns to justify the investment. Although, that really means that we have to get smarter about how we estimate cost avoidance and the value of missed opportunities.
Employees, particularly in Tech:
- 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!
The employee focus on skills is a direct result of HR keyword filters. A well written resume that details an applicant's exceptional capability and experience will be round filed before a human ever sees it if it doesn't have the right words/phrases.
I don't have a solution for any of this. It's a difficult problem and the tools we've created to address it have already exceeded their usefulness. We need a ground up rethink of how to train, hire and keep valuable employees. Until that happens, we'll all have to just do our best to understand the limitations of the current system and work around them.