@jfruh To that point, adding salary costs usually reduces your tax liability if your firm is profitable. In that case it's just a choice of whether you want to do that by hiring entry-level employees or giving the senior managers hefty bonuses.
@WayDownSouth speaking of which, re: your examples above, consider: http://www.bls.gov/ooh/life-physical-and-social-science/anthropologists-and-archeologists.htm http://www.bls.gov/ooh/life-physical-and-social-science/sociologists.htm
@Elsajeni Hell just include the BLS outlook for that job category with your admission letters, that alone would be a big help. (Yes students can look it up on their own but who does?)
@WayDownSouth Sure, "should" is different from "will." As the BuzzFeed article intimates, I do think the large number of internships offered by creative industries help maintain a false sense of hope, though. We'll see how Conde Nast shutting down their internship program incentivizes all those young people with dreams of a fashion mag internship...
@WayDownSouth I've supervised interns, and while they've been pretty great, there's only so much they can do with their skills (all our interns are in school) and their limited time with us. By contrast, when we've had temp-to-hire employees they have almost invariably worked super hard and done a great job (because they have more experience, they aren't distracted by school/another job, and they really want the permanent gig). I suspect that one paid entry-level employee is worth 2-3 unpaid interns in terms of what they give to the organization. The difference would be even greater if organizations were currently providing the level of training and support they are supposed to give to interns by law. ETA: Plus they are far from "free." There are supervision, training, and overhead costs associated with maintaining an intern, let alone a whole fleet of interns. Plus as I said you are SUPPOSED to provide significant education/support if you don't actually pay them.
@HelloTheFuture That's true. I think there's still a role for those kinds of internships but they need to be much more strictly enforced (and ideally schools should pay the students). It's these post-grad "internships" that should be replaced by paid, hourly, contract employment -- of indefinite length (or maybe with a maximum cap of a year or 18 months). If it doesn't work out, fire the kid and hire a new one; if they do well, give them a real salary job. Seems like this would work out better for everyone.
@garysixpack yeah I remember in Florida in the early 2000s you'd see lots of SUVs and minivans with magnetic stickers for various home businesses on them, figured it was something like that.
I mean the piece makes some good points but, yes, making a person in a developing country significantly better off still means they're going to be a LOT worse off than you or anyone you know (materially speaking.)
I can't figure out why giving someone $5,000 over 12 years didn't give him the lifestyle of a person who earns $40,000 in one year! What a ripoff.
Also I do think that the entire pipeline to the creative industries (and other "prestige" jobs like journalism, public service, and international development) should become much more selective. I love the arts and humanities but it seems insane to graduate 10 or 20 times as many students each year into industries where full-time employment is shrinking or growing very slowly. Selectivity would also mean more support available for those who do get in, which would be a boon to talented students who don't come from rich families.