In Bureaucracy, Business, Law, Politics, Social commentary on July 2, 2012 at 10:11 am

Are American corporations deliberately sitting on $2 trillion in profits and refusing to create even necessary jobs–just to throw Barack Obama out of the White House?

That’s the question veteran political analyst Chris Matthews raised on his June 4 edition of “Hardball” on MSNBC. 

MATTHEWS: If you have the decision, you’re a business right-winger–not a right-winger, just a very conservative person.  And you basically believe that the government spends too much, it ought to spend less. You notice that the consumer is spending less, so you spend less.  That is a vicious cycle.


MATTHEWS: Because they are basically following–they’re marching in step without a declining demand. They are reducing demand themselves.  They’re calling for the president to reduce demand, to cut government  spending.

They’re not doing anything to goose the customer into buying any more because they’re not willing to put the money into advertisements and a new inventory to put it out there for them to buy.  So it just seems like it’s just they’re all going to sit around and they’re going to explode with enthusiasm if Obama loses this race in November.  Happy days are here again for them.

HEILEMANN: But, like I said, Chris, there is really like–I started by saying there are ideologically driven businessmen in finance, manufacturing, services, et cetera, who are committed to defeating the  president.  And I think there is some degree of truth to that being a motivating  factor here….

MATTHEWS: How much of that is bent because of the 1 percent campaign  of the president, going after the 1 percent and their philosophy, going  after them for grabbing most of the wealth in this country through tax policy and everything else? Are they resentful enough of that…


MATTHEWS: Your answer is they are resentful.

HEILEMANN: Yes. Yes. My answer is that the president’s rhetoric has been–this is just–I’m not saying they’re justified in feeling this  way, but if you talk to people in business and finance, you talk to them about the actual substance of the president’s policies, the substance does not bother them as much as the rhetoric.

And they think the rhetoric is divisive, they think they have been targeted….

If you talk to people in business and finance, they all…say they wish the president wasn’t campaigning in the way he is. They wish his rhetoric was not in their view as populist and divisive as it is, again in their view.

Here’s another reason for America’s unemployment miseries:

More than 12 million Americans are now unemployed because many employers have designed “hiring” systems that simply don’t work.

So says Peter Cappelli, the George W. Taylor professor of management at the Wharton School at the University of Pennsylvania.  He is also the author of  Why Good People Can’t Get Jobs: The Skills Gap and What Companies Can Do About It.

Amazon.com: Why Good People Can’t Get Jobs: The Skills Gap and What Companies Can Do About It

Why Good People Can't Get Jobs: The Skills Gap and What Companies Can Do About It

Employers often whine that they can’t find the talent they need.  Today’s applicants, they claim, lack skills, education and even a willingness to work.

The truth is altogether different.  According to Cappelli, the fault lies with employers, not job-seekers:

  • Employers “ask for the moon” by vastly inflating their requirements for openings.
  • Many qualified people are automatically removed from consideration by computer technology.  The reason: Their resumés don’t match the inflated qualifications demanded by employers.
  • Many employers aren’t willing to pay for the education and skills they claim to respect.  They’re looking for people who are young, cheap and experienced.
  • Online applicants are often asked: “What salary do you expect?”  If you name a salary that’s higher than what the company is willing to pay, you’re instantly rejected.  
  • Many of the candidates employers want to hire refuse to accept the positions at the wage level being offered.
  • Employers don’t want to hire entry-level applicants right out of school. They want experienced candidates who can contribute immediately with no training or start-up time.
  • Employers demand that a single employee perform the work of several highly skilled employees.
  • When employers can’t find the “perfect candidate” they leave positions open for months. But if they were willing to offer some training, they might easily fill those positions.
  • Companies no longer hire new college graduates and groom them for management. They no longer offer training and development.  As a result, companies must recruit outsiders.
  • Employers’ unrealistic expectations are fueled partly by their own arrogance. Employers believe they should be able to find “perfect people.”

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