Comment Re:Did he just notice that? (Score 1) 529
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The problem is both with retention and hiring. Before H-1B, STEM employers invested in new-hire training (2-16 weeks was common) and retained employee training (2-4 weeks per year). Now, they don't.
Before H-1B, they didn't engage in age discrimination beginning at about 35 years of age. Now, they do, regardless of intelligence and knowledge and re-tooling/continuous learning and praise of performance by managers and co-workers.
Before H-1B, STEM employers were willing to fly candidates in from around the country for real, live interviews. Now, that's more of a rarity, after a sequence of ridiculous telephone trivial pursuit quizzes.
Before H-1B, STEM employers provided relocation assistance for STEM employees within the country and abroad. Now hardly any of them do.
Before H-1B, they bought display ads in multiple major-city, major-circulation newspapers around the country. For a while they advertised both in many papers and on-line. Now they don't. They've developed a notion of "local" restricted to within a few blocks of the work-place; and leap directly from recruiting within that restricted local to cross-border bodyshopping.
Before H-1B, they included in their ads e-mail addresses, actual physical location addresses, and desk-phone numbers actually answered by hiring managers. Now they don't.
Since H-1B, the numbers of contingent/temp/consulting/custom programming/contract gigs and the numbers of domestic and cross-border bodyshops have exploded, while real jobs, developing hardware/software applications/systems for real hardware and/or software product firms have virtually disappeared.