People who’ve earned long-term vocational certificates and associate degrees start at higher wages than four-year graduates, a Tennessee study shows. After five years, the bachelor’s degree holders have caught up with two-year graduates, but don’t quite earn as much as the certificate holders.
Many college students don’t work very hard or learn very much, concluded Richard Arum and Josipa Roksa in Academically Adrift. For their new book, Aspiring Adults Adrift, they followed 1,000 graduates for two years after college. A little over a quarter of graduates were earning $40,000 or more and 53 percent were unemployed, employed part-time, or working full time for less than $30,000.
Job seekers are as attractive to employers with a for-profit certificate or degree as with a community college credential, concludes a new study, which sent fictitious resumes to employers. Community colleges charge a lot less, the researchers pointed out.
Applicants with “some college” did little better than those with just a high school diploma.
Only 4 percent of low-income Baltimore children had earned a college degree by age 28, concludes a Johns Hopkins study that followed 790 first graders for 22 years. Forty-five percent of higher-income children went on to earn a degree.
“A family’s resources and the doors they open cast a long shadow over children’s life trajectories,” Johns Hopkins sociologist Karl Alexander says The Long Shadow: Family Background, Disadvantaged Urban Youth and the Transition to Adulthood.
White men from low-income backgrounds were less likely to attend college, but more likely to find well-paying blue-collar jobs. At age 28, 45 percent were working in construction trades and industrial crafts, compared with 15 percent of black men from similar backgrounds.
At age 18, 89 percent of white dropouts were working compared with 40 percent of black drop-outs.
White women from low-income backgrounds were much more likely than black women to be in stable family unions with a working spouse or partner.
At age 28, 49 percent of black men and 41 percent of white men from low-income backgrounds had a criminal conviction. But whites were much more likely to be working because of their stronger social networks, the study found.
Seventy-two percent of for-profit colleges’ career programs “produce graduates who on average earned less than high school dropouts,” said Education Secretary Arne Duncan at a White House news conference. That earned
two “Pinocchios” for lying from the Washington Post’s fact-checker. Essentially, Duncan compares apples to oranges — with a few lemons thrown in — to make for-profit colleges look bad.
Here’s why career-minded students choose for-profit colleges over much cheaper community colleges.
Autism Can Help You Land a Job, reports the Wall Street Journal.
Germany-based software company SAP believes people with autism may be better at certain jobs. The company wants up to 1 percent of its workforce — 650 people — to be autistic by 2020, according to Jose Velasco, head of the autism initiative at SAP in the U.S.
People with autism spectrum disorder—characterized by social deficits and repetitive behavior—tend to pay great attention to detail, which may make them well suited as software testers or debuggers, according to Velasco, who has two children with the condition.
. . . “They have a very structured nature” and like nonambiguous, precise outcomes, Mr. Velasco said. “We’re looking at those strengths and looking at where those traits would be of value to the organization.”
“Autistic employees at SAP take on roles such as identifying software problems, and assigning customer-service queries to members of the team for troubleshooting,” reports the Journal.
In “the upper reaches of the meritocracy,” young college graduates are trying to be “perfect avatars of success,” writes New York Times columnist David Brooks. He urges employers “bias hiring decisions against perfectionists” with “a high talent for social conformity” and no personality.
They got 3.8 grade-point averages in high school and college. They served in the cliché leadership positions on campus. They got all the perfect consultant/investment bank internships. During off-hours they distributed bed nets in Zambia and dug wells in Peru.
. . . Students who get straight As have an ability to prudentially master their passions so they can achieve proficiency across a range of subjects. But you probably want employees who are relentlessly dedicated to one subject. In school, those people often got As in subjects they were passionate about but got Bs in subjects that did not arouse their imagination.
Brooks wants employers to reward job applicants who’ve done something unfashionable, such as going to a Christian college to explore their values.
“If the interviewee can’t immediately come up with an episode, there may be a problem here,” advises Brooks.
My first reaction: Now overachievers will have to come up with an unfashionable thing — but not too unfashionable — in addition to grades, leadership, internships and Peruvian well-digging. I recommend competing in an obscure sport, performing a medieval musical instrument or any activity that can’t be verified by the prospective employer.
Traditionally, job applicants admit to perfectionism when asked for their faults. If that’s out of fashion, they’ll need a new fault. Perhaps, inability to lie with conviction would be a good one. “I tell the truth, even if it hurts me. Let me tell you about the time . . . “
“Plenty of employers” ask job candidates about their SAT scores, reports the Wall Street Journal.
Consulting firms such as Bain & Co. and McKinsey & Co. and banks like Goldman Sachs Group Inc. ask new college recruits for their scores, while other companies request them even for senior sales and management hires, eliciting scores from job candidates in their 40s and 50s.
College Board keeps SAT scores on file forever, so lying is risky.
Some companies are reluctant to hire people who’ve scored below the 95th percentile in math.
However, Google, which used to look closely at “grade-point averages, test scores and alma mater,” has changed tactics, reports the Journal. Internal studies found “very little correlation between SAT scores and job performance,” said Kyle Ewing, head of global staffing. Google now puts more stress on “interview questions that probe how a potential hire has solved complex problems,” reports the Journal.