How do you become a productive worker in a low-paying, low-skilled industry?
The answer: You need to use the Law of Supply and Demand.
And that’s what John H. Hanks and I talked about in the new book The Law of Supplies and Demand: How to Make the Most of Your Job in a Low-Skill Industry.
The book’s premise is simple: If you’re not making enough money to live comfortably and are getting ripped off by your employers, you’re going to have to find something else.
It’s not an easy sell, but Hanks, a former chief economist at the U.S. Bureau of Labor Statistics, has found a lot of people are willing to try.
“I think we’re seeing a lot more people making a real commitment to getting into the workforce and making their dream jobs,” he says.
The Law Of Supply and Supply The idea that there are many people with the same set of skills that make up a decent salary and who will do the same job in a high-demand field is a common theme in economics.
It was also a part of the labor movement during the Depression, and the rise of the United Auto Workers, which organized a concerted campaign against the low-wage, low work ethic, and absenteeism that characterized the factories and warehouses of the Depression.
A few economists even argue that if you’re working hard enough, your ability to find a good job is going to be more limited than it is for someone who has a high school diploma.
If you’ve read The Law, you know that there’s a huge difference between high school and college degrees.
You need a college degree to get a job, whereas a highschool diploma is just as useful for your job prospects.
If we want to get serious about getting the economy growing again, we’re going, you need a bachelor’s degree.
But even though Hanks is a professor of economics, he doesn’t believe that a high college degree is the key to becoming productive.
Instead, Hanks argues that it’s more likely that someone who is doing something useful will also need to be a high achiever.
Hobsons and I discussed Hanks’s ideas in the book, and he says that they were also a key part of a study by the UAW that came up with a lot for employers.
“When we looked at how many people had the skills and experience to do a job we could do and how many had the right skills to do it, we found that the two were pretty similar,” Hanks says.
So he and I looked at the job applicants and the workers in the warehouses and found that most of them were people with a high School Diploma.
Hank’s findings were also reflected in a 2012 report from the Federal Reserve Bank of Dallas, which found that just 20 percent of all college graduates were likely to find good jobs.
And in a 2014 study by Glassdoor, Hobson says, about 75 percent of college graduates have no idea what a high salary is.
In a recent interview, Hines says that the real problem is that there aren’t enough people with these skills to fill these jobs.
“There are a lot fewer of us with these types of skills than there are people in general,” he said.
“So if you have a skill set that is lacking, there’s not enough people that you can turn to and say, ‘This is where you can fill the gaps.’
You’ve got to get these people.”
Hanks thinks there are plenty of reasons for this, but he thinks we’re more likely to have a “lack of demand” than we are a lack of supply.
“If we don’t have a lot, there are a ton of people out there that would do the job for a lot less than what we do,” he explains.
The first step to finding a job that’s rewarding and allows you to do something useful is to understand your skills.
“It’s a great question,” Hines continues.
“You could ask someone, ‘Is your knowledge of a subject good enough to do this job?’ and they’d say no.
The way I look at it is, if you know your job, if I’m able to show you how I can use that knowledge, I’m not going to hire you.”
When I ask Hanks about what employers can do to help with this problem, he says he and his colleagues at the Fed have worked on ways to help employers better understand their employees’ skills and what kinds of skills they have.
The most effective way is to give them a sample of what they might have in the form of resumes, and to then find out what the typical workweek might be.
“The goal is to have them fill out a resume, show us a few examples of how they did that, and then let us know what they were looking for in a job,” he explained.
The next step is to show them how you can use their resume