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If universities are reaping the benefits of scaling lucrative online healthcare programs, they have the resources to arrange clinical placements for all students.
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What happens when investment banks are the only companies recruiting a nervous generation two years ahead of time? A gravitational distortion of student life.
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You don’t have to be Nostradamus to predict that allowing prediction markets to run rampant on college campuses will lead to bad outcomes for students.
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By splitting the word workforce into two (“work force”), the New York Times separates symptoms from system. Which explains the paper of record’s spotty coverage of talent shortages, underemployment, and broken career pathways rather than the system causing them.
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Talent marketplaces are not only the solution for what ails workforce development, but also the tool we need to navigate impending AI disruption of the labor market.
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Internships are jobs and we need millions more of them. And like all jobs, they’re only created when companies decide the benefits of hiring outweigh the costs.
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Tech billionaires think they can do anything. Because they went to school – or at least dropped out – they think they can design a better one.
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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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