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If Caltech is hiring presidents for the long run, most colleges and universities should be hiring for the longer run. Because presidents who won’t be around to reap the rewards are less likely to take the requisite risks to fix a fading value proposition.
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There’s a middle ground between pie-in-the-sky skills-based hiring and hiring revanchism. Employers can leverage technology to let candidates show what they can do, early, fairly, and at scale.
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Allowing video to crowd out reading means trading dynamic scanning, selecting, and constructing for patience, credulity, and willingness to follow direction. It’s a poor bargain, particularly in the age of AI.
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While affordability for everyone is a political problem, affordability for 20-somethings is an existential problem. And over the past few years, the question of how the average young American can afford to live independently has become a head-scratcher.
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Higher education’s maximally inclusive approach to disability is resulting in a two-speed student population. It’s a short-term, short-sighted strategy that’s destabilizing an already shaky system.
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Colleges have a vital interest in expanding the range of student-run businesses so students can accomplish something tangible as a team. That’s more powerful preparation for career launch than another class or two and a damn sight better than consulting and banking clubs.
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In the age of AI, the bill for keeping kids in schools into their early and mid-20s – mostly separate from adults – is becoming prohibitive.
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With the demise of Grad PLUS loans, many professions - medicine, dentistry, pharmacy, law, social work, data science, architecture - could become the exclusive province of rich kids.
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If we can do a better job putting Americans to work, we won’t need to attract as many new Americans to maintain growth.
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To provide relevant work experience for all students, colleges will need to invest in muscular employer engagement while simultaneously reimagining on-campus employment.
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