Well let’s see if we can motivate this guy into getting back into to pizzagate. He’s right that neither side will be happy - and that’s cause there are gross people in power from the full political spectrum and across many kinds of busineses. But this may be an issue where politics should be fully set aside.

Where’s the pizzagate folks when you need them?

My tin hat theory is that Trump is part of the operation (not just a client).

Good on her for being vocal about a topic she cares about and affects millions of people - even if she is a celebrity.

This guy’s got to go.

I look forward to finding out how they fuck this one up too .

In other news approximately 15 to 20% of Americans are illiterate.

Yikes!

Well, I’m ready, but it is fair to say we as a whole are not. Sexism is deep here - even with people who don’t meant or want to be sexist.

I live in a part of the country where I frequently compete for work (or did before I started a business) against candidates from all over the world. These are not roles that can be done by a unique, small set of people - it’s like marketing manager type roles. So something needs to be adjusted - even just a little.

Is there no middle ground, like keep the program but invest in education and tax incentives for hiring from US universities?

We have enough talented people here, but we do need more people with the right education and training. If he doesn’t want to expand the h1-b program, he’s going to have to invest in education and the incentives for people to get the education the economy requires. Such as pay for certain university degrees or trade certifications. The machine to study and predict what the economy will need will cost money. And he’s going to have to incentivize employers to provide training to people entering the workforce, which will cost money too. Even with all of that, there will still be a need for h1-b visas.

Does anyone know the strategy or play for doing this? I mean, this seams super weak on the surface. I do know that the timing or the next negotiations would be advantageous, but geesh, that the best they got?

Good God, these people are evil.

I think we all believe that. 😉

We keep costs low by doing an evening paid training “try before you buy” model - so we can see how people work and they can see how the job is with relatively low commitment. Our work culture isn’t for everyone, so we want them to try it out without disrupting too much. We bring on people who are trained, like the job and ready to generate revenue. All staff are paired with a mentor and manager so they learn how to produce client-ready work.

We only promote managers that can do both technical work and people manage. In companies past, this will scale to about 300 people in our line of work. It helps that we only promote from within.

I do work lots, but I am an owner, so that seems fair. I work from home and with family, so I’m able to double up some of my work life balance. But we have also automated pretty much all business operations, so realistically it is 1-2 hours per week. Training at night is a pain in the ass, but again I’m m an owner and this seems fair to me.

I’m the owner of a small business, so I am deeply familiar with this equation. The way we solve it is to “look for talent where no one else is looking” (actually strategy), then train the shit out of and mentor them (informal strategy). My managers are expected to be better than and train the staff to do their work - from technical skills to knowing what good looks like. Then as staff move into management they are expected to pay it forward. Is it a lot of work? Yes - but it’s also how you don’t end up with a knowledge gap at the top.

Edit: I hold myself to this same standard, which makes it easier to expect it if others.

Managers should be engaged and skilled enough to do any direct team member’s work in their absence or train any person in the role. Their team should be used to scale the capacity and capabilities. If this isn’t being done, the business model is broken and eventually will cause issues - perhaps that’s what you are experiencing.

I can tell you why the “kids coming out of college and younger people, minorities, are having a hard time finding jobs.”

Climbs onto soapbox

Leadership at most businesses have decided it is easier to hire experienced workers rather than grow and develop the next generation workforce. I hear things from leaders like “I don’t have time to train anyone new.” It’s lazy, fucked up, and wrong. AND ensures that we as a society will have a generational skill gap problem.

Utilities have one of the most glaring examples - the impending loss of irreplaceable institutional knowledge and critical skills as large numbers of workers retire, which could have been prevented with programs to bring in and develop early-in-career team members.

AI exasperates that problem because you need both an expert in how to setup and manage the Agents/supporting tools, and an expert who can review/adjust what is s coming out of the AI machine. They need to be the same person because you have to know the job well to effectively design the AI Agents for it. People entering the workforce are at an extreme disadvantage without a training, mentorship and ongoing support. Also in 2 decades the economy will be at risk without a workforce that has been properly skilled. If you think we are living Idiocracy now… just wait.

My general opinion of business leadership is not high, but this situation really exposes the depth of their laziness and lack of forethought. If you own or lead a business, now is the time to figure out how to hire and rapidly up skill incoming team members. Young people are generally hard working, loyal, and bring a valuable fresh perspective - if you put a n the elbow grease to help them develop.

What doesn’t he just get a “WE’VE LEARNED NOTHING” tattoo on his forehead?