I Don’t Quite Get It, But I Can Learn
Far too often, HR managers who insist on denying that structural unemployment doesn’t even exist find themselves understaffed, overworked, and stressed out.
As a typical example, I have three employees that all have psychology degrees. What that has to do with the car business is beyond me except that those people skills may help if one is applying for a sales position. Generation X was fond of the psychology degree because colleges and universities began to offer the even more expensive dual degrees (with an emphasis on psychology).
Those Gen Xers that sought out counseling jobs and even full-blown psych jobs weren’t finding them, hence the choice to give up and move on to something else; maybe that business minor will now help them out, if they have one.
A mentor of mine dreamed of being a chemist, and after graduation, with no jobs available, she opted to become an apartment complex manager. She now leads one of the top apartment complex builder companies in the nation—but that’s not what she trained for or longed for. Is she happy? Sure, but structural unemployment has been around quite a while and it is here to stay, so HR managers need to adjust to keep their available positions full.
If you’re an HR manager struggling with how to fill those available spots, you need to think about ways to achieve this without investing too much in case the employee doesn’t work out.