As promised by the incoming administration earlier this year, immigration is fast becoming a focal topic within the confines of 1600 Pennsylvania Ave. And where there is immigration, jobs are not far behind in the discussion. And jobs have played a prominent role in the early days of this administration. Specifically, American jobs. The ones allegedly being lost to the recipients of 85,000 annual awarded H1B visas. Read More
I had the opportunity to spend some time with my colleague, Lorne Epstein and a few guests to debate the core principles of the Massachusetts salary law, and it’s effect on the recruiting industry.
Take a listen, hope you enjoy. I promise to dress up the next time I’m on the radio.
When Massachusetts enacted their law prohibiting employers from asking for or requiring the salary history of a candidate, there was a great deal of consternation. Even though the law does not take effect until July 2018, the immediate buzz is loud. Many recruiters are panicking in fear that this legislation may well catch on and become the proverbial law of the land. You can count me among those that find this incredibly disturbing. Read More
In my most recent Recruiting Daily post, Border Wars: Tech Recruiting and Immigration Reform, I took a look at the persistent H1B visa cap problem plaguing employers, particularly within the technology sector, and noted that the draconian immigration restrictions blocking highly educated, highly skilled foreign talent has effectively exacerbated the already endemic shortage of STEM candidates while effectively eroding American employers’ economic competitiveness on a global scale.
Pursuing H1B reform seems to be something of an express lane down the proverbial rabbit hole, tilting listlessly at the windmills of political corruption created through policy oversights and partisan bickering. The bottom line, though, is simple; after all, anyone who’s ever recruited for a STEM related position, and the employers for whom they’re recruiting, already know that the system is fundamentally broken. What we need to focus on, instead, is how we’re finally going to fix things moving forward. Read More
I’ve spent the equivalent of the last four full presidential terms stuck in the tech recruiting trenches. For the manifold changes manifesting themselves in the talent acquisition and technology sectors in the decade and a half since Gore v Bush (back when technology was so archaic, it couldn’t even properly tabulate election results), one constant, consistent fact hasn’t changed.
Recruiting the right people is really, really hard.
Recruiting the right people, with the right coding, engineering or developing skills, well, that’s one challenge that seems as pervasive and persistent as it’s ever been – and one that, no matter how experienced I get at it, seems largely to defy experience in lieu, largely, of luck.