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And not using a college position in hand, these highly educated would-be professors typically have two choices: bounce from one half-time instructing job to another or take a job doing something else totally. And while some—those with engineering and science doctorates, mostly—have the option of well-paid work within unemployed professors review the private sector, others do not, and admit to feeling shame and frustration that they did not make it in academia. At conferences and in the higher-schooling press, they bemoan a damaged system: one which generates consultants with coaching they can not use with out that all-important title of professor.
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In his new book, Why Good People Cannot Get Jobs , Peter Cappelli, a human-sources specialist on the Wharton School, concludes that companies’ reported hiring difficulties do not come up from a shortage of qualified employees, but from inflexible recruitment practices that use slender classes and definitions and do not make the most of the applicants’ full range of skills. Firms so routinely evade protections within the visa system designed to stop displacement of American citizens that immigration legal professionals unemployed professors have produced videos about how it is finished. As an illustration, tech firms that import momentary staff, primarily recent graduates from India, commonly discard more expensive, experienced staff in their late 30s or early 40s, often forcing them, as Ron Hira and other labor-power researchers notice, to coach their replacements as they exit. Age discrimination, Hira says, is an open secret” within the tech world.
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