The Weekly Dose: Emissary.ai – Texting Makes Recruiting Easier!

Today on your weekly dose of HR technology, I review the text recruiting platform Emissary.ai. Emissary.ai is a text recruiting platform built to make candidate engagement and recruitment automation easy. Their AI recruiting software empowers recruiting teams, HR departments, and staffing firms with efficient text recruiting tools that work in harmony with any ATS, HRIS, or recruiting site.

Emissary’s platform is primarily used for one-on-one texting between recruiters and candidates, campaign texting, so many candidates at one time, and they also offer recruiting chatbots as well. One big advantage Emissary has over their competition is real API integration to products like Workday, Greenhouse, SAP/Successfactors, as well as HR tech like your background checking technology, Linkedin, etc.

What do I like about Emissary?

  • I’ve been a fan of text recruiting technology for years because this technology gives you message history between recruiters and candidates all in one place, and with real API integration all of this can be pushed back into your ATS. So, you have less worry about recruiters contacting the same candidates, or if they do reach out, they already know what others within your team are talking to them about.
  • Emissary allows recruiters to text within any environment they are in. Using LinkedIn, a chrome interface will come up and allow the recruiter to text directly from LI to the potential candidate, and all of this is synced back to your system of record.
  • Emissary’s mobile app makes is very convienent for recruiters to use their own cell phone to text candidates, but keep the entire conversation within the platform. Also, when a recruiter is using their personal cell phone with the Emissary app, their personal cell phone number is not used, so there’s no worry for their privacy.
  • Using Emissary for text campaigns is as easy as copy and pasting a list of names and numbers into a campaign and then simply using pre-built templates to make each text message going to candidates have a personal look and feel.
  • Emissary’s recruiting chatbot can be deployed almost anywhere, which allows you to screen and gather information from candidates 24/7.

I’ve said this for the past few years, if you are in recruiting, any kind of recruiting, and you are not texting candidates, you should be fired! Yes, FIRED! All of the data shows that the response rate from candidates to text is 5-10X higher than any other form of messaging candidates. There is no better way to get candidates to respond to your recruiting outreach than to use a text recruiting platform like Emissary.ai.

I would fully recommend you go out a do a demo for yourself. Many people in the industry will say, “well, my ATS allows us to text candidates from the ATS”. That might be so, but what Emissary does is completely different than what your ATS does, and you really have to see it to understand. Text recruiting technology is one of the highest ROIs within the TA technology landscape.

If you charge your employees to Covid Test, You’re stupid!

Wow, that seems aggressive!

The new, on-hold, Federal Vaccine Mandate has organizations all over the country losing their minds, and that is putting it lightly!

I have to say, for how dumb I usually think our US government is on most things, no matter what party is in charge, this Vaccine Mandate was kind of brilliantly written regardless of which side you’re on. Unlike most government regulations this one is pretty tight. You have two options:

  1. Get the vaccine.
  2. Put on a mask and test weekly.
  3. See #1 or #2

It’s extremely rare that in HR we see something so straightforward.

“Well, Tim, you missed religious and medical accommodations!” No, not really. Doesn’t matter. Great you need or want accommodation, doesn’t matter. #1 or #2, which one do you want, #2 will fill your accommodation.

So, why are you stupid for charging your employees for Covid testing?

First, the new, on-hold, federal mandate, does allow employers to charge their employees who don’t want to get vaccinated and now have to be tested, weekly. Legally, you are allowed to charge your employees.

Second, doing so, no matter what you believe about the vaccine, is stupid!

It is next to impossible right now to hire great talent. Fact.

So, in this environment, you think the best way to retain employees is to tell them you’re going to make them pay for their own test?! Um, nope! They’ll just leave you and go work for someone who won’t make them pay and probably also doesn’t make them feel like a second-class citizen for making their own health choices.

I continue to hear from well-meaning HR pros across the country that they will be making their employees pay for their own testing, and honestly, I just don’t understand this stance. It seems like a recipe for disaster when it comes to retaining employees you desperately need.

But, the testing costs a lot and we want our employees to be vaccinated!

Yeah, I want world peace.

The fact is, in the US, we are not going to get everyone vaccinated. We have huge parts of our population that just don’t trust the vaccine is right for them. Under 50% of African Americans in the US are unvaccinated and have no desire to be vaccinated. Almost 50% of Union workers in the US are unvaccinated and have no desire to be vaccinated. This isn’t something even our government will be able to force.

US employers are going to have to make some hard choices if the courts decide to let this mandate go forward. For me, that choice will be to value all of our employees and work to keep everyone safe while also letting them make their own choice, and try not to make this a hardship for all involved financially.

The thing I won’t do is to shame employees who are fearful and I won’t make them pay to get tested.

HR Pros: Do you see yourself as a coach?

I read an article in The New Yorker on the importance of “Coaching” by Atul Gawande.  Atul is a writer and a surgeon, smart and creative and I should hate him, but he’s so freaking brilliant! From the article:

The concept of a coach is slippery. Coaches are not teachers, but they teach. They’re not your boss—in professional tennis, golf, and skating, the athlete hires and fires the coach—but they can be bossy. They don’t even have to be good at the sport. The famous Olympic gymnastics coach Bela Karolyi couldn’t do a split if his life depended on it. Mainly, they observe, they judge, and they guide.

As an HR leader, I’ve always believed that HR has the ability to act as “coaches” across all vestiges of our organizations.  The problem we run into is this mentality, “You can’t coach me! You don’t know the first thing about Marketing, or Operations, or Accounting.” You’re right, a good thing I’m not “teaching” you that! That’s why we hired you. Having a coaching culture in your organization starts during the selection process. Are you hiring people who are open to being coached?

More from The New Yorker –

Good coaches know how to break down performance into its critical individual components. In sports, coaches focus on mechanics, conditioning, and strategy, and have ways to break each of those down, in turn. The U.C.L.A. basketball coach John Wooden, at the first squad meeting each season, even had his players practice putting their socks on. He demonstrated just how to do it: he carefully rolled each sock over his toes, up his foot, around the heel, and pulled it up snug, then went back to his toes and smoothed out the material along the sock’s length, making sure there were no wrinkles or creases. He had two purposes in doing this. First, wrinkles cause blisters. Blisters cost games. Second, he wanted his players to learn how crucial seemingly trivial details could be. “Details create success” was the creed of a coach who won ten N.C.A.A. men’s basketball championships.

I think this is critical in working with adult professionals. Coaches aren’t trying to “teach” them new concepts, but helping them self-analyze and make improvements to what they already do well. We/HR can make our workforces better, not by focusing on weaknesses/opportunity areas, which we spend way too much time on, but by making our employees’ strengths even stronger.

Coaching has become a fad in recent years. There are leadership coaches, executive coaches, life coaches, and college application coaches. Search the Internet, and you’ll find that there’s even Twitter coaching. Self-improvement has always found a ready market, and most of what’s on offer are simply one-on-one instruction to get amateurs through the essentials. It’s teaching with a trendier name. Coaching aimed at improving the performance of people who are already professionals is less usual.

I’m talking about turning HR into “Life” coaches or “Executive” coaches”. Those types of “coaches” are way different and fall more into the “therapists” categories, than what I see HR acting as “professional” coaches. Professional coaches work alongside their Pros day-to-day and see them in action, and work with them to specifically improve on those things that impact the business. They don’t care that you’re not “feeling” as “challenged” as you once were, and need to find yourself.

I think the biggest struggle HR Pros will have in a role as “coach” is our ability to understand most employees have low self-awareness (including ourselves!). Being a great coach is measured on your ability to get someone to see something in themselves, they don’t already see, and make them truly believe it. If we can get there in our organizations, oh boy, watch out!

Multi-channel Recruitment Marketing – Where are you finding candidates?

Humans are very much creatures of habit. We tend to get our food from the same places. Technology has figured this out and now many of us put in the same grocery order to pick up every single week. We tend to get our news from the same sources each day.

The problem is, we are different creatures of habit! My grocery order might be completely different from yours, and maybe from a different store. You might get your news from CNN and I get mine from Reuters. But we both get it online each morning. You might spend your time on social on LinkedIn and I spend mine on Twitter.

Most of us struggle to go outside of our habits.

This is a major problem for recruiters!

I tend to post stuff on basically three channels. This blog, which goes out everywhere. Directly on LinkedIn. Twitter updates. A little on Instagram. When I meet people who follow me they usually come from one of these three places, and I’m always amazed that many times they don’t cross over. Someone will say they found me on LinkedIn, but they never knew I had a site or was on Twitter. Someone followed me on Twitter for years, and just recently after many years sent me an invite to connect on LinkedIn.

I think we tend to believe everyone is everywhere. But they’re not. Everyone is everywhere, but they are all not in the same places!

Great recruiters are multi-channel recruiters. Average recruiters are a few channel recruiters. Crappy recruiters are one-channel recruiters.

I constantly have people, not in the industry who follow me ask me how can I be everywhere all the time. It must take so much time! I’m not really everywhere, I’m just where they are, so to them, it looks like I’m everywhere. Plus, automation helps a lot!

What is multi-channel recruiting?

If you spend the majority of your time on LinkedIn recruiting, you will find people and you will find some level of success. That’s one channel, but it’s a big channel for the industry.

If you add in other channels depending on your market and industry, you will get even better. Maybe you are active on Twitter, Facebook, local groups, created a voice on TikTok, etc. You will be more successful than just one channel.

Now, build some personal pipelines from your ATS database and nurture those, add in a blog and a newsletter, build an additional audience, become a regular at your local university sharing content around job search, etc. Adding these channels will elevate you even more.

Having a great ad strategy and understanding where your audience lives and plays online is another key channel. I like using programmatic partners to help with this, but many will use Indeed, ZipRecruiter, etc. More channels!

My channels to becoming a successful recruiter might be vastly different than your channels, but finding multiple channels is key!

More channels are needed because we have no idea what percent of our target market is going to be in each channel. Let’s say we choose a channel, we like that channel, it’s comfortable to us, but only 10% of our candidate market is in that channel? You will most likely fail. When I see recruiters fail, it’s usually they are only spending time in one or two channels.

Also, maybe you are in two channels and the vast majority of candidates are in those two channels, but so are all the other recruiters going after that same talent. But, 5% of candidates are over in that third channel and no one is over there! That could be your winning channel!

I don’t need to be in every channel, but I need to be in enough where I’ll give myself the best chance to find the talent I need. Many times we give up on a channel too fast and never go back. We constantly have new recruiters come into our environment and they’ll find some candidate out of the blue, using a channel recruiters gave up on and haven’t been to in months! It’s those slap to the forehead moments! “Damn it! I used to get so many great hires from there and just forgot to go back…”

So, as your out there fishing today, think to yourself what channels are you not using that you should start using, and what channels are you using too much?

The #HRFamous Future of Work!

On episode 86 of The HR Famous Podcast, longtime HR leaders (and friends) Tim SackettKris Dunn, and Jessica Lee come together to discuss new Peloton users, Blink 182, how to multitask during in-person meetings and Adam Grant’s future of work.

Listen (click this link if you don’t see the player) and be sure to subscribe, rate, and review (Apple Podcasts) and follow (Spotify)!

Show Highlights

1:45 – We have a new Peloton user! KD is now on Peloton and JLee picked his username.

6:45 – Tim asked KD to make a meme with the “change my mind” format. He added the text “Michael Bolton should be at SHRM every year.”

8:40 – JLee proudly notes that while Kim Kardashian has been staying in NYC, she’s been choosing to stay at a certain Marriott hotel (location undisclosed).

10:00 – This is now a Blink-182 podcast!

11:30 – JLee is stressed because of the impending return to office. She’s worried she can’t openly multitask during meetings. She asks her co-hosts for some advice.

13:40 – Tim reminds us that people often had laptops open during in-person meetings and many of them were not just taking notes.

18:30 – Recently, Adam Grant wrote an essay in the Wall Street Journal titled “ The Real Meaning of Freedom at Work”. He discusses the Great Resignation and notes that this is part of a longer shift in work trends that has been happening for a long time.

22:00 – Tim notes that Adam Grant’s perspective on work is probably very different than most due to his job as a college professor at an elite university.

25:15 – JLee discusses how the notion of “positive liberty” entails some privilege and that those within the service industry are most likely not able to exercise this liberty.

28:45 – Everyone brings up individually and how a lot of the population doesn’t want to have their own freedom in the workplace and just wants to be told what to do and how to do it.

In 2050, all education will be online. If so, how will we create adults?

I read an article the other day where a guy (a futurist, if you will) decided to give his best explanation of what the world would like in 2050 based on technological, environmental, societal, financial, etc. advances or regressions.

I’ve talked about this before, but being asked about the future is a fun thought experiment because you can be wildly wrong and no one really cares. It’s all a guess. I get asked all the time to talk about the future of TA and HR Technology. I love it! I can say anything I want you can’t tell me I’m wrong. Well, you could, but by the time one of us is right, it’s in the future and we don’t care.

So, this dude, Erik Hoel, says that in 2050 all higher education will be done solely online. No big campuses with gothic buildings and manicured lawns. No student unions and big libraries. No dorms and cafeteria food. No fraternities or sororities. Just you and a laptop sitting in your parent’s spaceship doing Econ 101.

Sounds dreadfully awful!

I don’t have a problem with education being online. In fact, it could be the most equitable thing the future will bring us. Everyone could now have the best professors from all over the world! Harvard could have 1 million graduates a year, instead of a few thousand of the most privileged students on the planet. We could bring world-class education to everyone.

But, only one type of education…

Part of the college experience is the socialization, both good and bad, of becoming an adult in sort of a lab-like environment. You get to go out and experiment in a community of mostly like-minded folks, of similar ages and test your ideas, your looks, see what you like and what others like about you. You get to begin to build a network of friends and peers that you can carry into your professional world.

University just doesn’t give you book smarts, it helps prepare you to deal with real-world stuff, but not all at once. You get to live on your own away from your parents, but someone is still making your food and paying the heating bill. It’s a period, for those who get a chance to experience it, to gradually move into the world of adulthood.

I get it, going from high school to the military, or working on a factory floor is also another type of becoming an adult, and in a much quicker way! We all have our paths, I’m not judging any of those as being more or less valuable. All I’m saying is full online college for everyone, if the future brings us this, I think is a mistake.

How did college make me an adult?

I can look back at my undergrad college experience at the University of Wyoming and think most of what I learned had very little to do with the classes I took. It might have helped if I showed up to most of my classes, but that’s another story.

After I blew through all of my college savings in my first semester, I quickly had to learn how to survive, to pay bills, to use the system to help me, to ask for help, to help others, to build a network of support, and sometimes to just call home and cry and tell my parent’s life sucks being an adult!

Gawd, how stupid was I to think my “little” problems as a college student were adult problems! What most of us wouldn’t give to go back to those problems.

College taught me how to barter. I really only had one skill, I mean besides my charm and dashing looks, I could work hard, or at the very least I was reliable to show up and work as hard as I could. My hard work got me many meals, many free drinks, tickets to entertainment to take my eventual wife. College towns are mostly run by college kids. To barter was life! I will do this for you and you will do this for me, no money has to change hands! I worked many bar shifts for free, for food and drinks. I traded out many movies passes at the theater I worked for dinner.

College taught me that people will take you in when you have no place to go and treat you like family. Every holiday when going home was too far and too expensive I always had multiple offers to stay and feast. When I had my own kids, they knew our house is always open to anyone who needs a place to stay and feel like they are home.

College taught me that you can live on almost next to nothing and still be completely happy and thriving. Great friends, conversations, challenging things to learn. No one really cares what you are wearing, or what car you drive or don’t drive because you don’t even have a car. They only care that you add to that conversation in a positive way and accept others may think differently, but that’s the fun of learning and interacting.

I’m not sure what 2050 will bring. I’m sure it will be different. I hope we can find ways to give more people the gift of a higher education, but also the gift of slowly learning how to become adults before they really have to be adults.

The New Normal in Hiring Isn’t New!

In January 2020 the US unemployment rate was under 4%. Historically low and trending downward. The pandemic hit and it immediately went up, but most of that was in a few targeted industries. The current unemployment rate is 4.8% and trending downward.

By the end of the third quarter of 2019, most organizations were desperate for talent. I would take calls from CEOs who would say that if I found a hundred workers for them tomorrow they would hire all 100. The Pandemic made us forget how bad hiring was prior to the pandemic!

The New Normal in Hiring is just like the Old Normal in Hiring!

In 2017-early 2020 organizations were already talking about what they would need to do to attract talent. It was about competitive wages, perks, even some conversations about remote work and variable schedules. Since we had centuries of in-office work, most organizations focused on making the office a more fun place to hang out. Free food, drinks, ping pong tables, cool spaces to work in, etc.

In Q3 of 2021, organizations are talking about how to attract and retain talent in almost the exact same way, except now more organizations are trying to add in remote and flexible work options. Don’t think work has changed or morphed into something “new”, it hasn’t, it’s still “work” and organizations will still find ways to get the talent they need to complete the work.

The pandemic was an organizational behavior black swan event.

We panicked. We had to find ways to keep people working and organizations going, even though we couldn’t be by each other. So, we did what we had to do. A few organizations actually found super high success, because of the pandemic and the dynamics it created. Most survived. Some didn’t.

Organizationally, we mostly just imitated what others were doing. Oh, you sent your folks home?! Okay, we need to do that. Oh, you have your folks come in on different shits to maintain a safe distance, we need to do that too. Oh, you make your folks wear masks when they are customer-facing, ditto…

We build processes and organizations around averages and what we could be given optimal circumstances. Things like hurricanes, pandemics, political unrest, throw historic averages all over the board, and organizationally this is extremely hard to plan for and deal with.

The Old-New Normal of Hiring.

We lost over a million moms out of the workforce. We lost close to 3 million close to retirement workers out of the workforce. We were already trending demographically in a negative worker replacement (meaning, we don’t make enough babies to replace the older people dying). These aren’t short-term issues, these are long-term issues that we saw coming in 2018 and 2019, and then we forgot!

We forgot we were already in a talent crisis, and the pandemic made this crisis much worse.

History has put us here before. After World War II it was super hard to find workers. Organizations pulled out all the stops to find talent. Things like:

  • Apprenticeship programs (Build your own talent)
  • Moving to markets with more talent
  • Paying higher wages
  • Creating immigration programs to get workers from other countries
  • Developing more automation to supplement worker shortage
  • Creating better working conditions and environments
  • Poach talent from our competitors
  • Create attractive perks
  • Charging higher prices to afford all of the above

What are organizations going to do today? More of the same but the 2021 version.

Technology has taken us a long way, so we have new ideas and ways of working we didn’t have in prior generations, but the concepts are exactly the same. Exactly.

There is no magic bucket of employees. Well, wait there is, but no one seems super excited about bringing in workers from other countries who want to find their American dream by working in an Amazon warehouse or making coffee at a Starbucks. It’s really the only untapped resource we have left when it comes to talent. I’m sure there are millions of Mexican, Haitian, Venezuelan, etc. immigrants who would love to work in the jobs our own American citizens have no desire to work in. My guess is they would happily pay taxes as well to have the resources we have as Americans.

Another option also could be some version of Peace Corp but for American kids graduating high school, that they have to work two years in industry before going onto college. American Worker Corp could be like a peace-time-style draft to the military, but not to the military. Little Timmy is going to work the customer service counter at Walmart and get paid, then he hopes to go on to State U and get his degree in management! I for one think every kid should have a real job before going to college.

We do not have a new problem! We have an old problem that we ignored and it became our most recent problem. We could easily blame our politicians for this short-term focus and thinking, but every one of us who works in business also owns this. Every one of us that works in education also owns this. We all saw it coming, but we were waiting for someone else to fix it. Now, we all have to fix it.

How many hours a week should you work?

What if it’s not 40?

On episode 88 of The HR Famous Podcast, longtime HR leaders (and friends) Tim SackettKris Dunn, and Jessica Lee come together to discuss the differences between Big 10 and SEC football games, how many hours a week we work, and whether America is ready for a four-day workweek.

Listen (click this link if you don’t see the player) and be sure to subscribe, rate, and review (Apple Podcasts) and follow (Spotify)!https://html5-player.libsyn.com/embed/episode/id/20921912/height/90/theme/custom/thumbnail/yes/direction/backward/render-playlist/no/custom-color/87A93A/

Show Highlights

2:00 – Tim recently visited KD in Alabama and went to an Auburn football game. He said it was very different from the Big 10 football games he’s accustomed to.

6:00 – Tim is upset with KD because he didn’t prepare Tim with the right gear for an Auburn football game. Everyone wears polos and Tim didn’t have one to fit in with the other men.

9:00 – The only person that Tim found that matched him was an elderly woman at a pizza restaurant.

12:00 – Tim found that the consumption of alcohol at an SEC game is about 50% less than a Big 10 game. He also found that the fans get to the games a lot earlier than at Big 10 schools.

16:45 – Atlassian put out an article titled “This is how many hours you should really be working.” The World Health Organization found out that around the world, working 55 hours or more a week can put serious risk on your life.

18:30 – JLee says she works about 55 hours a week. Tim doesn’t think she does and thinks she only works 40.

23:00 – KD asks Tim how many hours a week he works. He says that he doesn’t really know. At first, he thought he would say 40 hours but he now thinks it might be a little bit more.

26:00 – KD says on the flip side of “hustle porn,” there is “work-life balance porn.”

27:45 – Tim asks the ultimate trigger question: “Do you work more or less hours at home than when you worked in the office?” JLee says she works more at home for sure, since there are less distractions. KD says the opposite, but he’s been in a hybrid model for 10 years.

6 Signs You Shouldn’t Make That Offer!

If I have learned anything at all in my HR/Recruiting career it’s that everyone has an opinion on what makes a good hire. If you ask 100 people to give you one thing they focus on when deciding between candidates, you’ll get 100 different answers! Especially with today’s difficult hiring event where we are pushed to hire any warm body, don’t!

I’ve got some of my own. They might be slightly different than yours, but I know mine work!  So, if you want to make some better selections, take note my young Padawans:

1. They only have bad things to say about former employers. Notice I didn’t say “employer” singular, because we all can have a bad, toxic work choice we’ve made. Once it gets to multiple, you now own that, turns out you’re bad at knowing what’s good for you! Plus, there is a high correlation between hiring a candidate that bad mouth their former employer and that eventually they’ll be bad-mouthing you as well!

2. Crinkled up money. Male or female if you pull money out of your pocket or purse and it’s crinkled up, you’ll be a bad hire!  There is something fundamentally wrong with people who can’t keep their cash straight. The challenge you have is how do you get a candidate to show you this? Ask to copy their driver’s license or something like that!

3. Slow walkers.  If you don’t have some pep in your step, at least for the interview, you’re going to be dud as an employee. Of course, if the person has a disability, ignore this point!

4. My Last Employer was so Awesome! Yeah, that’s great, we aren’t them. Let’s put a little focus back to what we got going on right here, sparky. Putting too much emphasis on a job you love during the interview is annoying. We get it. It was a good gig. You f’d it up and can’t let go. Now we’ll have to listen about it for the next nine months until we fire you.

5. Complaining or being Rude to front-desk and/or waitstaff. I like taking candidates to lunch or dinner, just to see how they treat other people. I want servant leaders, not assholes, working for me. The meal interview is a great selection tool to weed out bad people. Basically, if you feel comfortable in an interview treating anyone bad, you’re a bad person.

6. Any communication issue where they aren’t apologetic. “Yeah, I know you contacted me five times about the interview, but like, the new game came out and I was like busy and stuff.” Hard no! I don’t need you to respond immediately, but at least have some awareness of the moment! Before you lose your shit, this is for both candidates and recruiters! If a recruiter is bad at communicating with a candidate they should be apologetic as well. Common civility is a bare minimum for an offer!

What are your signs not to make an offer?  Share in the comments!

Supply and Demand are Undefeated!

Why can’t you find talent?! Why are your workers resigning at all-time highs? Why can’t I buy the car I want? Why does my local supermarket keep running out of diet Mt. Dew in the 16 oz bottles!?

The law of supply and demand is undefeated in the history of the world! That’s why!

When there is a feeling of equilibrium in the talent market, meaning we seem to have enough workers and enough jobs, but not crazy on either side, our world works fairly well. For sure, there are outliers, but all of those have a real business answer to why you’re an outlier. Right now, it seems like no one has a real business answer to why everyone is an outlier!

That’s because there isn’t one answer. Well, I take that back, there is, and it’s fairly simple, but your executives don’t want to hear it, we have more demand than supply of talent.

I find it super ironic that really smart executives won’t hear this when it comes to talent, but will go into every single board meeting and using different words tell their boards the reason they can’t sell enough products or services is because of supply and demand. But, when asked about talent, they truly believe TA/HR has a magic machine they can keep filling up with more candidates and employees that is never-ending!

There. Is. No. Magic. Employee. Machine!

By the way, everyone is to blame for this supply and demand issue. It’s not people who work. It’s the entire system failure that causes supply chain issues. What are these failures:

  • We are crappy at educating kids for future jobs. We take way to long to react to what our world needs for skills, from a public and private education standpoint.
  • Those that have the money are unwilling to properly incentize people for their labor and efforts.
  • Those who buy products and services are unwilling to pay more for all the crap we want.
  • Employers are unwilling to invest what is needed to grow their own talent and then do all they need to do to ensure they retain that talent.
  • We have a government that is basically incapable of doing anything besides work to get voted in again. Rinse. Repeat. Do nothing of consequence.

Gawd! That seems pessimistic, right!?

But, I don’t think so, because every single one of those bullet points we can control as a society, which is why we are all complicit in this problem!

This is not a complex problem. This is simply a supply and demand problem. Create more supply and bring back some equilibrium and everything will be back to normal. I have no fear that this won’t happen because supply and demand are undefeated!