So here's an interesting statistic from a 2014 labor survey: 65 percent of new job postings for executive secretaries and executive assistants now call for a bachelor's degree, but " only 19 percent of those currently employed in these roles have a B.A." The study noted that an "increasing number of job seekers face being shut out of middle-skill, middle-class occupations by employers' rising demand for a bachelor's degree" as a job-qualifying badge - even though it may be irrelevant, or in no way capture someone's true capabilities, or where perhaps two quick online courses would be sufficient.
This is just one of the problems contributing to unemployment and underemployment today. It was the subject of a seminar last Thursday jointly convened by New America, McKinsey, LinkedIn and Opportunity@ Work, a new civic group led by Byron Auguste, who headed President Obama's recent efforts to reform the education-to-work pathway in America.The meeting's focus was a new McKinsey study on how we can use big data and online talent platforms to better nurture talent in the work force, find it where it already exists but may not be "badged" by a college degree and connect it both with the real demands of businesses and with colleges looking to make their curriculum more relevant to changing work force needs.
The McKinsey study begins: "Labor markets around the world have not kept pace with rapid shifts in the global economy, and their inefficiencies take a heavy toll." Millions of people can't find work, "yet sectors from technology to health care cannot find people to fill open positions. Many who do work feel overqualified or underutilized." "The gap is real," explained Auguste, "but it is a symptom - not the cause - of a dysfunctional labor market, along with stagnant wages and declining job mobility."
Congress needs to create the legal, privacy and financial incentives to nurture this new social contract, argued Senator Warner: "The biggest challenge for this labor force, and for federal policy makers, is the change in the traditional employer-employee relationship." If we used all our technology resources, said Aneesh Chopra, former chief technology officer of the United States, we could actually give people "personalized recommendations for every step of your life - at every step of your life." Adds Auguste: "We can use technology to do more than automate tasks. We can use it to accelerate learning, optimize talent, and guide people into better jobs and careers."
26. The labor survey in 2014 suggests that .
[A] many bachelor degree holders are not qualified for the jobs they are doing
[B] the most important thing employers are looking for in an employee is capability rather than degree
[C] many college graduates are squandering their capability in humble jobs
[D] true talents may be rejected from suitable jobs because of the lack of a college degree
27. The seminar held last Thursday aims at solving the problem in labor market by .
[A] utilizing modern digital technologies
[B] encouraging Obama government to make preferential policies
[C] upgrading current school curriculums
[D] breaking the barriers between schools and companies
28. The "gap" (Para 3) mainly refers to .
[A] the income gap between college degree holders and those with no college degrees
[B] the disconnect between talents looking for job and employers looking for workers
[C] the mismatch between the skills college graduates grasp and what market requires for them
[D] the skill gap between college graduates and those without college degrees
29. Which of the following is Not mentioned as a symptom of a dysfunctional labor market?
[A] The declining job mobility.
[B] The high unemployment rate.
[C] The underemployment of many staff.
[D] The overstaffing problem in many enterprises.
30. The best title for this article may be .
[A] Worth of a College Degree
[ B] Technology-A Bridge Between Job-seeker and Employer
[C] How to Improve Employer-employee Relationship
[D] Personalized Job Consultation