No Shortage of Technical Workers


"The streets are paved with gold!" We hear this all the time with regard to anyone with a technical background, but is it really true? My own experience suggests not. I hold a master's degree in computer science but have never been able to get interviews, much less jobs in the field. After three years and just two interviews back in 1987, I decided that I had no hope of ever finding a job and eventually started my own business distributing software to computer bulletin boards. Needless to say, I was severely underemployed. This lasted nine years, but Internet finally killed off the bulletin boards and the business, so I started looking for permanent employment again, because everyone keeps saying, "All you need is your degree! The streets are paved with gold!" I have found that things are even worse today than ever, especially for anyone looking for entry-level employment.

How can this be, especially when everyone talks about a severe shortage of technical personnel, signing bonuses for recruits, sky-high salaries, and the like? The truth is that much of this talk is just that-- hot air. Let's take a look at reality instead of fantasy for a change.

First, much of this alleged shortage undoubtedly consists of jobs that exist only in the dreams of middle management. It's as if I say that I'm short a butler, a cook, a maid, a chauffeur, and a private tutor for my children-- and I make only $20,000 a year. Even if qualified candidates for those jobs appear at my doorstep tomorrow, my accountant is going to explain to me that I cannot afford to hire any additional help. Likewise, when surveys ask managers if they're short on technical personnel, of course they say, "sure." If push came to shove, though, human resources or the CFO would no doubt veto any additional hires. Therefore, we have to take all these surveys with a large grain of salt.

Second, companies today are more averse to risk than ever. Nobody really wants to have to fire a person who doesn't perform as hoped. This is manifested in many ways, not the least of which is an interminable list of "requirements." For example, if a DP manager were advertising for a painter, his ad would probably read something like this: "WANTED: PAINTER. Must have five years' experience, including Atlas scaffolding, camel-hair brushes, Sherwin-Williams semi-gloss latex in quart containers, 3" rollers on 2' poles, Makita model 150 variable-speed sander, Acme model 654 spray machine with turbo attachment, and 100-grit 3M sandpaper. Only dynamic, highly-energetic self-starters will be considered for this position." That DP manager would probably have a house in decrepit shape, too, because he'd never find a painter who met all of those specifications. Nobody advertises for painters this way, and if the "shortage" of technical personnel is to be addressed, the ads have to start sounding more realistic as well . The bottom line is that companies would rather leave a position unfilled than take a chance on a possibly less-than-perfect candidate. Maybe someone better will appear "tomorrow."

Third, companies are absolutely unwilling to train anyone if typical ads are to be believed. Even today, ads for entry-level technical personnel are non-existent. I sent an e-mail to a staffing firm that says it has 40 immediate openings for help desk personnel-- and was totally ignored. Despite my master's degree, I see no career opportunities available to me unless I want to stock shelves in K-mart-- and even then, I'll probably get an odd look or two when I go to apply. This is understandable in an era when workers are considered disposable commodites and, consequently, don't develop any loyalty towards a company. Why train workers when the whole division might be eliminated in a downsizing before the company gets any return on its investment in those workers? Why train workers so that they can jump ship at the first opportunity and the competition can reap the rewards? Nevertheless, if companies really want to fill some of those jobs, they absolutely must be willing to take the risk of training reasonably suitable candidates-- which may, in fact, mean any high school graduate with a B average. Otherwise, we have to conclude that filling those jobs just isn't that important.

Still, what happened to that severe shortage of technical help? If companies are really that short, would they not be compelled to take a chance on imperfect applicants anyway? Obviously, they would rather play it safe-- and whine about the "shortage." The existing help can always work overtime (especially if not paid by the hour). Face it-- the "shortage" of technical workers is largely a mirage that doesn't withstand even a little scrutiny. Whatever real shortage does exist could be alleviated if companies would bend a bit and take a bit of risk. I wish I had majored in liberal arts. The streets are covered with potholes, and someone should start shouting it from the rooftops instead of just repeating what "everyone" is saying.



Andrew M. Saucci, Jr. is now looking to marry a rich young lady with good values. He may be reached at 72117.241@compuserve.com.