The Neoliberal Religion 16

Unemployed Find Old Jobs Now Require More Skills
http://www.huffingtonpost.com/2010/10/11/new-job-skills-required-u_n_757588.
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CHRISTOPHER S. RUGABER | 10/11/10 06:23 AM | AP

WASHINGTON — The jobs crisis has brought an unwelcome discovery for many
unemployed Americans: Job openings in their old fields exist. Yet they no
longer qualify for them.

They're running into a trend that took root during the recession. Companies
became more productive by doing more with fewer workers. Some asked
staffers to take on a broader array of duties – duties that used to be
spread among multiple jobs. Now, someone who hopes to get those jobs must
meet the new requirements.

As a result, some database administrators now have to manage network
security.

Accountants must do financial analysis to find ways to cut costs.

Factory assembly workers need to program computers to run machinery.

The broader responsibilities mean it's harder to fill many of the jobs that
are open these days. It helps explain why many companies complain they
can't find qualified people for certain jobs, even with 4.6 unemployed
Americans, on average, competing for each opening. By contrast, only 1.8
people, on average, were vying for each job opening before the recession.

The total number of job openings does remain historically low: 3.2 million,
down from 4.4 million before the recession. But the number of openings has
surged 37 percent in the past year. And yet the unemployment rate has
actually risen during that time. Companies still aren't finding it easy to
fill job vacancies.

Take Bayer MaterialScience, a unit of Bayer. When the company sought
earlier this year to hire a new health, safety and environment director for
one of its plants, it wanted candidates with a wider range of abilities
than before. In particular, it needed someone skilled not just in managing
health and safety but also in guiding employees to adapt to workplace
changes.

Joe Bozada, chief of staff for Bayer's CEO, said the company initially
interviewed 30 candidates. Then it did final interviews with seven. But
none had the additional experience the company now wanted. Ultimately,
Bozada said, the company chose one of its own employees it had already
trained.

That shift, across multiple industries, has caught the eye of David Altig,
research director at the Federal Reserve Bank of Atlanta. Workers aren't
just being asked to increase their output, Altig says. They're being asked
to broaden it, too.

A company might have had three back-office jobs before the recession, Altig
said. Only one of those jobs might have required computer skills. Now, he
said, "one person is doing all three of those jobs – and every job you
fill has to have computer skills."

The trend is magnifying the obstacles facing the unemployed. Economists
have long worried that millions of people who have lost jobs in depressed
areas like construction don't qualify for work in growing sectors like
health care. But it turns out that some of the jobless no longer even
qualify for their old positions.

Frustrated in their efforts to find qualified applicants among the jobless,
employers are turning to those who are already employed.

"They're hiring a known quantity that already has this specific experience
on their resume," said Cathy Farley, a managing director at Accenture. "It
is slowing some of the re-hiring from the ranks of the unemployed."

Only 49 percent of people laid off from 2007 through 2009 were re-employed
by January 2010, according to a Labor Department survey. It's the lowest
such proportion since the survey began in 1984.

And more than 40 percent of the nearly 15 million unemployed Americans have
been out of work for six months or longer. That's near the record high set
during the recession.

Some of the unfortunate ones are information technology workers. One reason
is that tech companies are increasingly combining business analyst and
systems analyst positions.

Suppose a company wants a new software application. A business analyst
would seek the least expensive approach and then propose the technical
requirements. Separately, a systems analyst would build the technology.

But now, employers want "those two skill sets in one human being," said
Harry Griendling, chief executive of DoubleStar Inc., a staffing firm
outside Philadelphia.

The trend reflects the push that companies made during the recession to
control costs, squeeze more output from their staffs and become more
productive. Productivity measures output per hour worked. Economy-wide, it
soared 3.5 percent last year. It was the best performance in six years.

And it means workers are bearing heavier burdens. In manufacturing,
employees increasingly must be able to run the computerized machinery that
dominates most assembly lines. They also have to carry out additional
tasks, such as inspecting finished products, notes Mark Tomlinson,
executive director of the Society of Manufacturing Engineers.

Manufacturers advertised nearly 200,000 jobs at the end of August, a jump
of about 40 percent from a year ago, according to government data. Yet
hiring by manufacturers has risen less than 6 percent over that time –
evidence that they are having a hard time finding qualified workers.

"There are jobs available, but the worker just has to have more skills than
before," Tomlinson said.

Bob Brown, 49, has felt the demand for broader skills firsthand. After
working for 30 years in manufacturing, including 20 as a plant supervisor,
Brown was laid off in July 2009.

He spent a year looking for a new job. His efforts yielded only three calls
from employers in the first four months.

But once things began to pick up, Brown noticed something else: The plant
manager jobs he used to have, and that he was aiming for again, all
required certifications in productivity-boosting management practices.

So Brown paid for courses at a community college to learn a management
strategy known as "six sigma." It's an approach to cutting waste and
raising efficiency popularized by General Electric. The courses allowed him
to obtain his certification. In August, he was hired by an electrical
product assembly plant near Williamsport, Penn.

"That's the way the industry's going," Brown said. "Everybody wanted
certifications."

Human resource specialists say employers who increasingly need
multi-skilled employees aren't willing to settle for less. They'd rather
wait and hold jobs vacant.

HR specialists even have a nickname for the highly sought but elusive job
candidate whose skills and experiences precisely match an employer's needs:
the "purple squirrel."

"There are lots of requests for purple squirrels nowadays," said Joe
Yesulaitis, chief executive of Aavalar Consulting, an IT staffing firm.