Employers often claim 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.

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

According to Cappelli, when companies whine they can’t find talented employees, the fault usually lies with employers, not job-seekers:

• Hiring managers create wildly inflated descriptions of the talents and skills needed for openings: “They ask for the moon.”
• Computer technology eliminates many qualified people for consideration when their resumés don’t match the inflated qualifications demanded by employers.
• Employers aren’t willing to pay for the education and skills they demand: “What they really want is someone young, cheap and experienced.”
• Online applicants are often told to name a salary expectation.  Anyone who names a salary higher than what the company is willing to pay is automatically rejected.  There’s no chance to negotiate the matter.
• About 10% of employers admit that the problem is that their desired candidates refuse to accept the positions at the wage level being offered.
• Employers are not looking 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. One company wanted an employee to be an expert in (1) human resources, (2) marketing, (3) publishing, (4) project management, (5) accounting and (6) finance.
• 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 hire someone who could quickly take on the job.
• Companies have stopped hiring new college graduates and grooming them for management ranks. They no longer have their own training and development departments.  Without systems for developing people, companies must recruit outsiders.
• Employers’ unrealistic expectations are fueled partly by their own arrogance.  With more than three jobless people for every opening, employers believe they should be able to find these “perfect people.”

According to Cappelli, the hiring system desperately needs serious reform:

• Review job descriptions.  If they’re inflated, bring them down-to earth.
• Don’t expect to get something for nothing–or next to it.  Offer competitive salaries.
• Scrutinize the hiring process.  Make sure that the automated systems aren’t screening out qualified candidates simply because they don’t have all the brass buttons in a row.
• Beef up the Human Resources section.

A 1996 cartoon by Ted Rall, the no-holds-barred cartoonist–entitled “Something for Nothing”–brilliantly sums up how most corporate “job creators” actually regard and treat their employees and applicants:

Cappelli worries that the complaints about a labor shortage caused by an unwilling, unskilled workforce will be repeated enough that they will be accepted as truth:

“It’s a loud story … that could become pernicious if it persists.  It does have a blame-the-victim feeling to it.  It makes people feel better. You don’t have to feel so bad about people suffering if you think they are choosing it somehow.”

And where there are victims, there are always people ready to profit from their desperation.

Consider the following email recently sent out by Steve Poizner, former Republican State Insurance Commissioner of California (2007-2011).

A successful Silicon Valley high tech entrepreneur, Poizner founded SnapTrack, Inc. and Strategic Mapping, Inc.  In June, 2011, he co-founded the Encore Career Institute with the Sherry Lansing Foundation and Creative Artists Agency.

Thus, the email sent out on July 2, 2012:

Dear friends,

I wanted to share with you some news before my new venture – Empowered Careers – launches around the country….I’ve started this company to help address one of the key issues we face today — jobs.

Our venture aims to close the skills gap through an innovative career development program — all delivered via the iPad.

The program is called “Empowered UCLA Extension” and it combines personalized career counseling with a UCLA Extension professional education from a live instructor who is an expert in his or her field.

It’s all designed specifically for baby boomers seeking to make a career change, get ahead professionally, or get back into the workforce.

* * * * *

Note the line: “Our venture aims to close the skills gap,” which it assumes to be a reality.  And the ad says nothing about the ”greed gap” which exists between what employers demand from workers–and what they are willing to pay in return.

The Encore Careers Institute will offer online non-degree certificates for out of work adults and baby boomers looking to switch careers.

When did a non-degree certificate ever convince an employer to hire?  Even a hiring-inclined employer?

In its June 8, 2011 cover-story on “What U.S. Economic Recovery?  Five Destructive Myths,” Time magazine warned that profit-seeking corporations can’t be relied on to ”make it all better.”

Click here: What U.S. Economic Recovery? Five Destructive Myths – TIME

Wrote Rana Foroohar, Time‘s assistant managing editor in charge of economics and business:

“There is a fundamental disconnect between the fortunes of American companies, which are doing quite well, and American workers, most of whom are earning a lower hourly wage now than they did during the recession.

“The thing is, companies make plenty of money; they just don’t spend it on workers here.

“There may be $2 trillion sitting on the balance sheets of American corporations globally, but firms show no signs of wanting to spend it in order to hire workers at home.”

In short:  Giving even greater tax breaks to mega-corporations–the standard Republican mantra–has not persuaded them to stop “outsourcing” jobs. Nor has it convinced them to start hiring Americans.

While embarrassingly overpaid CEOs squander corporate wealth on themselves, millions of Americans can’t afford medical care or must depend on charity to feed their families.

Yet there is also a disconnect between the truth of this situation and the willingness of Americans to face up to that truth.

The reason:

“The Republicans have pulled off a major (some would say cynical) miracle,” writes Foroohar.

They have convinced “the majority of Americans that the way to jump-start the economy is to slash taxes on the wealthy and on cash-hoarding corporations while cutting benefits for millions of Americans.

“It’s fun-house math that can’t work.  We’ll need both tax increases and sensible entitlement cuts to get back on track.”

Now, fast-forward one year later–to a June 11, 2012 CNNMoney investigation, which raised the question: “Why is the jobs recovery still so sluggish?”

And the answer?  “These 8 companies recently announced layoffs in the thousands.”

8 job killing companies – Hewlett-Packard slashes 27,000 jobs (1) – CNNMoney

The companies:

• Hewlett-Packard – cutting 27,000 jobs.
• American Airlines – slashing 13,000 jobs–with most of the cuts affecting maintenance and ground workers.  That’s something to think about the next time you’re thinking of flying American.
• Sony – eliminating 10,000 jobs.
• Proctor & Gamble – axing 5,700 jobs.
• PepsiCo – slashing 8,700 jobs.
• Yahoo – wiping out 2,000 jobs.
• First Solar – cutting 2,000 jobs.
• Kraft Foods – slashing 1,600 workers.

Of course, some companies have legitimate reasons for cutting back on employees:

• Sony has failed to revive its losing television business, which hasn’t turned a profit in eight years.
• And PepsiCo has suffered a fall-off in customers as Americans switch from soda to healthier drinks.

But there are also sinister reasons why millions of willing-to-work Americans remain unemployed.  Or remain trapped in part-time, no-benefits jobs far below their levels of education and experience.

Chief among these is the refusal of Congressional Republicans to create job opportunities for their fellow Americans.

U.S. Senator Bernie Sanders (I, Vermont) made just that argument to guest host Ezra Klein on the June 12 edition of “The Rachel Maddow Show.”

U.S. Senator Bernie Sanders

SANDERS: Everybody knows you have to invest in infrastructure. We can create millions of decent paying jobs in the long term and I speak as a former mayor, you obviously save money because you don’t have to do constant repairs as we’ve just seen.

The simple reason is I’m afraid that you have a Republican mindset that says, “Hmm, let`s see, we can repair the infrastructure, save money long time, create millions of jobs, bad idea. Barack Obama will look good.  And we’ve got to do everything that we can to make Barack Obama look bad.”

So, despite the fact that we had a modest bipartisan transportation bill, roads, bridges, public transit pass the Senate with over 70 votes, Inhofe, the most conservative guy in the Senate, working with Barbara Boxer, one of the most progressives, we can’t get that bill moving in the House of Representatives.

So if you’re asking me why, I would say 100 percent political. If it’s good for America, if it creates jobs, if it’s good for Barack Obama, we can’t do it.

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

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.

Linda Smith, a resident of Menifee, California, wants to help her daughter land a job.

Lisa Smith, 36, has been out of the job market for almost 20 years.

Not that she hasn’t spent those years working.  She has–as a caregiver for her mother.

In 1996, Linda, now 61, was hit by a drunk driver and left with mild dementia.  She couldn’t remember names or safely travel by herself.  Holding down a steady job was impossible.

So Lisa quit her job as a full-time commercial model to care for her mother.  They lived off of Lisa’s part-time jobs, a government caregiver stipend, and Linda’s disability money.

But in June, 2012, a doctor found that Linda was well enough to live alone.

That was the good news.  The bad news was: There would be no more caregiver funds.

As Lisa’s applications for full-time work went unanswered, Linda wanted to help. So, in late February, she began standing on the side of the road, holding a sign.

Linda Smith

And offering $500 cash to any employer willing to hire her daughter at at least $15 an hour or more for an office job, such as an executive assistant.

This will be no easy task.  California has an unemployment rate of 9.8%–one of the worst in the nation.  And it’s a truism that if you’ve been out of the workforce more than six months, employers don’t want to know you.

You might have won the Medal of Honor or be the next Einstein or Steve Jobs.  But it doesn’t matter.

The basic employer mentality goes: “If someone else wasn’t responsible enough to hire you, why should I be?”

An article in the March, 2011 issue of Reader’s Digest gives the lie to the excuses so many employers use for refusing to hire.

Entitled “22 Secrets HR Won’t Tell You About Getting a Job,” it lays bare many of the reasons why America needs to legally force employers to demonstrate as much responsibility for hiring as job-seekers are expected to show toward searching for work.

Click here: 22 Secrets HR Won’t Tell You About Getting a Job | HT Staffing

Among the truths it reveals:

TRUTH NO: 1: Once you’re unemployed more than six months, you’re considered unemployable.

TRUTH NO. 2: As you’ve always suspected: It’s not what but who you know that counts.

TRUTH NO. 3: If you can, avoid HR entirely and seek out someone in the company you know. If you don’t know anyone, go straight to the hiring manager.

TRUTH NO. 4: Don’t assume that someone will read your cover letter. Many of them go straight into the garbage can.

TRUTH NO. 5: You will be judged on the basis of your email address–especially if it’s something like “Igetwasted@aol.com.”

TRUTH NO. 6: Don’t assume you’re protected against age discrimination just because it’s against the law. If you’re in your 50s or 60s, leave your year of graduation off your resume.

TRUTH NO: 7: Don’t assume you’re protected from unemployment just because it’s illegal to discriminate against applicants who have children. Many managers don’t want to hire people with children, and will go to illegal lengths to find out their parental status–like checking an applicant’s car for child safety seats.

TRUTH NO. 8: It’s harder to get a job if you’re fat. Hiring managers make quick judgments based on stereotypes.

TRUTH NO. 9: Many managers will assume you’re a loser if you give them a weak handshake.

TRUTH NO. 10: Encourage the interviewer to talk–especially about himself. Ego-driven interviewers love hearing the sound of their own voices and will assume you’re better-qualified than someone who doesn’t want to listen to them prattle.

The United States has reached the depths of shame when a willing-to-work American must bribe fat-pockets employers to show a sense of hiring responsibility.

Millions of Americans continue to blame President Barack Obama for the nation’s high unemployment rate. But no President can hope to resolve this problem until employers are legally required to act like patriots instead of predators.

Their responsibilities should encompass more than simply fattening their own pocketbooks and/or egos at the expense of their fellow Americans.

Such behavior used to be called treason.

It’s past time to recognize that a country can be betrayed for other than political reasons.  It can be sold out for economic ones, too:

• Employers who enrich themselves by weakening their country—by throwing millions of qualified workers into the street and moving their plants to other countries—are traitors.
• Employers who set up offshore accounts to claim their American companies are foreign-owned—and thus exempt from taxes—are traitors.
• Employers who systematically violate Federal immigration laws—to hire illegal aliens instead of willing-to-work Americans—are traitors.

And with a new definition of treason should go new penalties–heavy fines and/or prison terms–for those who sell out their country to enrich themselves.

It is time, in short, to put a long-overdue end to the Theory of the Divine Right of Employers.