You need a job that cannot be outsourced or shipped overseas. Something like an auto mechanic specializing in electrical problems. That job is H-1b proof too. And in todays market it pays better than many engineering jobs. I mean HP just laid off 5,000 more employees. You can use your smarts to actually run an independent auto repair business rather than working in the cube waiting for the pink slip. Become a master licensed electrician. Let's see that job shipped overseas.
Part of the issue lies with a total lack of understanding on the part of existing engineering managers AND educators as to what really makes a good hire, from a business owner's perspective.
The entrepreneurial track has overtaken the educational track as a path to success within high technology companies, and it's actually been this way for a while. As a consequence, fewer talented STEM candidates are entering ABET-accredited programs (or completing them), in favor of jumping into the job market with both feet, using the skills they already have. Others select undergraduate majors that will better serve their management roles during, say, their startup funding cycles.
Want talented engineering staff? Get rid of that MSEE or BSEE requirement in your job postings, evaluating your hires based on technical aptitude and demonstrated skill, not on the degree (or GPA) requirements laid out to you by your corporate HR person. This might be very difficult at first, but it is likely that you'll soon be able to gauge the aptitude of a potential hire rather quickly. (We've been doing this in the developer community for a long time.)
Chances are, you'll find an eager pool of candidates that will grow with your company and will perform their work as if they had something to prove, judged by the quality of their work and not by their educational qualifications. You will get better bang for buck AND provide them with the experience that makes their (subsequent, elective) education more relevant.
If you are an educator reading this post, let me make this clear–as a business owner, it is less expensive for me to hire someone whose formal education may be incomplete but possesses a greater desire to succeed based on their own merit, than it is to hire someone whose career expectations have been unreasonably set by their college guidance counselor. You must add value, both to the student and to the industry that they will be helping to build and sustain.
If I were to go into more taboo subject of who is hired and what is the demographic of the people getting hired, I think H-1B visas are really screwed up many U.S. citizen and Green Card holder NCGs, at least at this public university in Silicon Valley.
I used to attend this university's job fair, and whenever I waited in line to speak to a representative of high-tech firms for internships, etc.
Pretty much I was the only white person in the line.
Everyone else looked Indian descent, and I was lucky to see a few east Asians in the line . . .
I have done this for a few years, and I got maybe 1 or 2 interview.
Yet, when I look on LinkedIn, I do not have too much difficulty finding Indian descent graduate students having done internships at firms like Cisco System, Intel, etc. who graduated from this university.
Is there a secret favortism game going on at Silicon Valley firms for who gets hired?
I have discussed this with my friends, many of them are not Indian descent, and pretty much most of them agree that there seems to be some kind of preferential treatment going on for Indian descent people who will be on H-1B visas.
I do understand that this is a taboo subject that many Indian descent people reading this will not like want to hear, but at least this is how many of my friend and I think of this situation in Silicon Valley.
Finally, someone admitting what my friend and I have known for several years.
My friend graduated in 2003 (BSEE) and 2007 (MSEE) from a public university in Silicon Valley (easy to guess which one), and he ended up not finding a career job after graduation.
Many, if not all of his friends, who graduated around that time were like that.
All he got was 6 month contract he and there, and he ended up being on federal UI extension for about 2 years in 2008 to 2010.
However, he noticed that substantial number of foreign students (i.e., students from India) in graduate school seem to have found some kind of job at least until 2011 or so.
Until about 2001, people who received BSEE from this university pretty much were guaranteed to find work in engineering at graduation or within 6 months of graduation.
It is no longer like that and the enrollment has been decimated in the past few years (The EE department used to graduate about 150 to 200 undergraduate per year, now it is more like 60 to 70 per year.).
I take courses part time at this university, and honestly, I am losing interest in graduation due to the way job market has been for more than 10 years.
The degree from the university I attend seem to be getting treated like an associate degree from a junior college by employers in Silicon Valley, and that weighs on me.
I had a different friend who used to work at major FPGA vendor A (not X) from 2001 to 2003, and he told me that employees in Silicon Valley hated the existence of Penang, Malaysia operation, which was this firm's outsource design center.
This pretty much guaranteed that NCGs were not able to get an entry level job around here to start their engineering "career."
Of course, the management, especially the CEO, is in love with Penang because it tells the employees in Silicon Valley that they need to keep their salary expectations down while he made $10 million in stock option during 2010-2011 period.
When I was an "intern" (My skill is really a mid to senior contractor level because I learned to design with FPGA on my own, but I needed money, so I got in as an "intern.") at major FPGA vendor A in 2011, the management has outsourced so much work to the point that Penang was designing most of 2 of the 28 nm process FPGAs (low and mid range).
Silicon Valley people at this firm had the lowest employee satisfaction rate according to their internal employee survey, and I was not surprised to see this (Interestingly, Penang had the highest satisfaction rate even though they get paid 1/3 of Silicon Valley employees.).
When I did an interview with a memory chip startup in 2013, one Indian descent early 50s looking engineer told me, "Wow, it is really hard to find someone with VLSI background in your age group. They tend to go to Internet or software companies. You are really rare."
I ended up getting turned down by this firm (I am a white U.S. citizen.).
The way the Top 1% of the Silicon Valley is running these firms are similar to how Wall Street banks and brokerages are ran which is short term cost oriented financial management is their No. 1 concern, and considering that the knowledge in engineering trade is not being passed down to older babyboomer generation to millennial generation, I am not too optimistic that Silicon Valley or U.S., for that matter, can compete with countries in Asia in 10 to 20 years in the hardware design area (manufacturing is largely lost, especially in Silicon Valley).
As for myself, I no longer plan to work for an employer and I plan to start my own FPGA-related design service business. I am likely going to have to struggle in my career and life, but I rather do this than working at a retail store.
In addition, individuals can take on most tech jobs - such as coding, database, networking - without having university degrees. I think this trend also contributes to reduced engineering enrolment in schools.
There are those saying that college is a waste of money--you come out in debt and can't get a job. There are also those who say just learn to code and you can make a decent living without college.
"The 25-35 year old engineer is not doing test or semi or embedded. They do Java, Python, database, web front ends and mobile, Android and iOS. That is what the cool kids were doing when they graduated, so that is their expeince."
As we unveil EE Times’ 2015 Silicon 60 list, journalist & Silicon 60 researcher Peter Clarke hosts a conversation on startups in the electronics industry. Panelists Dan Armbrust (investment firm Silicon Catalyst), Andrew Kau (venture capital firm Walden International), and Stan Boland (successful serial entrepreneur, former CEO of Neul, Icera) join in the live debate.